great to be here in Helsinki. You guys are here in person, but our conversation is about remote work and people communicating with their bosses remotely. So we were talking a little bit about this on the call the other day and about how things have shifted a little bit. Maybe last year people were, a couple years ago, obviously people were, you know, fully gung-ho about working remote, but now we're seeing a little bit of a change. What are you seeing? Are you finding some people want to go back to the office now? Well, I don't think remote was ever the right thing for a hundred percent of people out there. Nothing is right for a hundred percent. I think forty percent of the people they like remote, forty percent they like to be in the office, now they can do that, and twenty percent they'll go to whatever company appeals to them and they don't really care as much. So it's that forty percent that, you know, we as an all remote company are going after. What about you? I mean, your business kind of revolves around people being remote, right? Yeah, I disagree with that a little bit. You know, I think, you know, we do ideas, we help companies globally hire and globally expand, right? So I think post-pandemic there's definitely some people that feel the need to actually go back to the office because they feel like they'll have more control over that and hopefully the tools that we're building will help even more people feel the trust in their team. But I think it's a matter of finding the right balance and, you know, going back to the office, like Quincy said, is a matter of like the founder, the culture of the company. And I think what we'll end up having is a mix of different companies having the right setups for themselves, right? Flexibility is going to be a big thing over the next few years. And so are you finding that there's there's a geographic difference between attitudes towards remote work? I mean, I guess since you have, you know, so many international clients, maybe you have some visibility into that? I don't think we see geographic differences. I think we see vertical differences. So if you look at like larger banks, for example, you know, they feel the need to have people in the office while startups are a bit more flexible on that front. But I think it's what's going to happen. The way we see it is most companies understand that they need to adapt to the world of today, right? Like you can't force people to go into the office. It's not as efficient. It's not about a nine to five nine to five anymore. It's about building a structure that is focused on the outputs of your team. And yeah, it's it's really not been about geography, right? Because you have companies like Quincy in the US that are fully distributed and let people work from wherever they want. It's always been for us about the larger companies, the one that feel unsafe about their workers, not their teams, you know, not actually being working when they're at home. That's the main issue we've seen from most companies. And those big banks, they're so big that they have so many different locations. So any employee at one of these big companies is remote with respect to most of the people at their company. So even if they're in an office, they may be working with five percent of the employees at their company. I love it when people like force you in the office. And, you know, the main thing I love to tell them is like, well, when you have a building with 10 floors, you probably not seeing each other anyway. So what really is the difference there? I do get that there's some roles that like need to be in office, right? They need to be next to like the trader or things like that. But in general, the way we've been thinking about helping companies go global and helping companies like embrace the right flexibility for their team is just understanding their needs. And I think there will be some form of clawback over the next few months over the next few years, but it'll go back eventually to just being more flexible. And so you mentioned that you're hearing that, you know, maybe 40 percent want to be in person or 40 you had to break down of different needs for different people. So how do you reconcile those differences? You know, maybe some people want to be home, but their team wants them in. How do you have it? You navigate that? Yeah, well, you find people that like doing whatever your company is doing. So we're all remote and we build tools for developers. You know, we we have code intelligence and I'm a dev and I know that the times as a dev when I was coding, when I was most productive is when I could get in this total flow state and no interruptions whatsoever for like eight or 12 hours. That's when devs are most productive. So I know that and that's why I wanted to build a company that was all remote to there's a lot of other devs that feel that way. But there's a lot of devs that don't want that and they're not going to lie in the interview process. No one's going to interview with a company that works in a completely different way from how they want. So I think you just got to be up front about the way that you work. We have this public handbook. We're inspired by GitLab in that. We talk about how we work and what it means to be all remote and how there's freedom and how we're async. And then we find those people that want that. And if they don't want that, then I don't think they're even going to come and talk to us. Yeah, we found a good middle point for us. We basically, you know, I wish I announced that recently. We did a pretty big partnership with WeWork where what we do is we give global memberships to every single one of our employees, our internal team. And what they can do is they can go to the office to any WeWork whenever they want around the world. And what we've seen is there's like clusters of people within geolocation. So for a context where about 1,800 people so you have like the London office and I think there's a couple of people from there that would just say, hey, I'm going to the Covent Garden we work today and then suddenly you'd have 30 people from there going to that WeWork. So there's a good balance between like when does it make sense to have a separation from home and to the office and when do you want to go there? You just need to build the right infrastructure to support your team on how to do it. And so are you finding that sometimes companies are listing jobs by time zone now instead of by location? I heard that that might become a trend. We try to, at least on the PNN side, on the practical engineering side, we try to have like, so we're built in a way that we have like micro teams, engineers and product managers. We try to put them on the same time zone just because it's easier for them to work.  It's a little harder for us, but like maybe that's an interesting perspective as well, right? Yeah, we hire without respect to time zone. We don't try to get teams that are all in the same time zone and that's because we feel it's important even if you're in the same time zone to have a working culture that supports being asynchronous. And that again means if you're working async then when you need to get a lot of work done, you can get in flow, you have all the contacts you need, you don't need to bug someone else or wait on someone else for all the information. If you make it so that people have the contacts that they can work, that's what it means to be async and then you can have people from any time zone. I wish I could work like that. I don't manage. Async is too hard for me. Like, there's so many things happening at the same time. It's like, I think there's some roles that work better async, right? Like, engineering works pretty well. But for us, customer support or sales, no way they can go async. Like, they have to be in the time zone of the customers all the time. Yeah, and that's right. I mean, async is not perfect. But you also got to balance it against, if you're async and you hire in any time zone, you can find the best people in the world no matter where they live. And not all the best people live in the Bay Area or in Finland or whatever. So it's all a trade-off. So do you do anything to help employees bond because sometimes if people are only communicating over a slack, maybe tone can be misinterpreted and what have you. So how do you make sure your employees get to know each other? Yeah, so we went all remote right before COVID. So we... But before it was cool. Before it was cool. About a month before it was cool. And everyone at the time was like, you're making a huge mistake. And then we looked like geniuses about a month later. And I think a lot of people got the wrong idea of what it means to be all remote in COVID. Everyone was forced to be all remote. And everyone was essentially anti-social. You couldn't actually meet people in person. Now we did not go all remote because we're anti-social. I actually love meeting up with people. Our team loves seeing each other. And we actually have more quality time. So we will fly the whole company together to meet up twice a year and we'll have a lot of different team meetups. And when you're with your team you're not hunched over some laptop in a co-working space. You're not just seeing them at the water cooler. You're actually spending quality time with them for two or three days. I think that can build stronger bonds than just sitting next to someone at the office or having them be three floors up in the office. So all remote does not have to be an anti-social and it should not be anti-social. Bringing 1,800 people is gonna be hard in one place. But I think like we built a lot. We actually built products to help people connect. So for example, we have a plugin that you put on Slack and you'll match people every week. We've crossed the company from different departments so they can spend some time together. Obviously for example, it's the end of the year. So allocating different budgets so people within the same city can spend some time together for nice dinners and things like that. So what we found is similar to Queen, people travel like within teams. Last week I was in Amsterdam for work and suddenly there was 25 people because 10 people from the customer success team decided to be all together in Amsterdam for that weekend. So I think people find ways to connect with each other and we need to do our best to enable that as a company. What do you do about talent that maybe, what if they don't live in a good home environment for being productive? I mean, do you provide WeWork memberships or maybe not WeWork but some sort of office space or are you just operating on the assumption that everyone has a quiet workspace at home? Yeah, I know you said you have that WeWork partnership. We offer reimbursements for co-working spaces for team members and all of that stuff is so much cheaper than having one centralized office so it completely makes sense. I think there is a valid concern around if you are very early in your career, are you gonna get all of that interaction with other team members? And so I can totally understand if a lot of people that are very early in their career choose to go to an in-person company but what I would say even there, that's, you know, when we talk about that we're thinking of someone who's in the Bay Area or in Paris or Berlin and if you're a young person there, yeah, maybe go work at a company but most young people in the world who are really talented don't work somewhere where there's a lot of tech companies around and they don't have the option of going to an in-person company. And so for those people, it's great if they could work at a world-class company anywhere in the world, that's an awesome opportunity for them. But what can you do, you know, for the people that do join your company and their entry level, what do you do to help them have a better onboarding experience and, you know, a real, I guess, apprenticeship? Yeah, well, we have to have team members that genuinely want to help them onboard. We have a lot of stuff written down. We also spend a lot of time with them. We get them together in person, not, you know, in an office all the time but we have all those touchpoints. And also, you know, it's a self-selected group of people that do want that and overall we have less, you know, junior, new-to-the-workforce employees and other companies and I think that just the, you know, the reality of an all-around company. It's not good or bad and there's no one-size-fits-all solution. So, I mean, there was a talent crunch for a while and that might be changing a little bit as unfortunately there have been a lot of tech layoffs lately and I'm wondering how that could impact all this. I mean, maybe, you know, people were more demanding before about, you know, having precisely the right work environment and I don't know, are you seeing anything change in the interview process about remote? It's interesting for us, right? Because as a company that enables companies to hire, right? Like, we've been, you know, I believe a pretty good partner to help those companies in downsizing, right? As they need to just solidify their business. Yeah, I think that in general, we're gonna start in a couple months because people still have a lot of money in the startup world and if the market doesn't pick it back up on the fundraising side, I think you're gonna start seeing a bit of an employer-driven market. It definitely was an employee-driven market over the last few years, which is, you know, it's great for employees but when such downsizing happened and companies need to tighten the bet a little bit, you know, you need to start cutting some parts. I was talking to, well, Lindsay couldn't make it today and, you know, as they developed the company, you know, they rolled out a lot of great perks but some of them were not used at all but still removing things that are not used is very complicated. So, in general, we're definitely seeing companies kind of rethinking where they're gonna spend their money. Maybe not all the benefits that they rolled out are being used properly and might not be as useful. So, yeah, I'm definitely betting on more of an employer-driven market over the next few years. But I think even in an employer-driven market, it's not as though all remote is just a perk to employees. Yes, it's very employee-friendly. A lot of employees love it but it's also good for business. I mean, if you wanted to pitch it to Elon Musk who is moving away from that, you could say, well, Elon, what if all of your employees had an office at their house that they could work at 24-7 and they have no excuses to not work? Now, that's not our pitch for all remote but that is one way you can look at it and it's very employer-friendly. So I think it's win-win. I don't think that all remote is some fad that, you know, employees demanded and now it's gonna go away now that it's a tighter market. It seems like some of the large companies are, you know, either encouraging or demanding people go into the office more and I wonder, you know, is that gonna benefit companies? Like yours, where they are more flexible about remote work and people say, oh, I don't want to work at, you know, giant company X anymore because they're forcing me to go in. It's just, right? Like the reason why they need people to come back is because they feel they don't have control. They feel like people are not working as hard as they should, right? So if you build the right infrastructure, in our case, we're very KPI and output-driven, right? Like people need to deliver on X and Y and Z as long as they do, I don't care if they're in office or not, right? But those companies feel like they have more control when they have those people in office, right? So I definitely think that a lot of people, and I've seen it happen and I've seen people working at those large companies being very frustrated, will leave their job if you don't give them the flexibility, but more importantly, the trust, right? Like if you're a very talented person, you can work anywhere. Might as well work in a place that feels, like where you feel trusted, right? And empowered. You mentioned earlier something about how, you know, you're getting different kinds of employees who maybe didn't live in a major city and didn't have access to this kind of opportunity before. How are you going about finding these people? I mean, is it just through online job postings, or, you know, if they're not in your current city and within your network, I mean, how do you find an interview talent remotely? Well, usually they find us. Our product is for devs. Any software developer can use it. It's code intelligence, so, you know, it applies pretty much any dev is working in a big code base. So if they've heard of us, then hopefully they find their way on to see that we're hiring and see how we work. So we've got an advantage in that way. Are you getting open source on some parts? Yeah, we're open for that. That's such a nice trick. Like to hire great people, being open source for engineers is like one of the best thing you could be doing. Yeah, it helps us hire people that have used our product at their previous company. So what we're seeing sometimes is other companies are laying people off or downsizing. Then they're like, well, what are the tools that I loved using the most? And then they'll think of us and they'll see us and no matter where they are in the world, they can apply. So you just cast the net so much wider and it means you get the best people from all around the world. So is your interview process fully remote? Yeah, it is. In a few cases, candidates have asked if they can come and meet up in person. And yeah, that's totally fine too. Because again, we're not religious about this. We're not anti-social. That's not why we're all remote. We're all remote because we think it's a better way to get really focused, great work done. It really helps you hire faster as well, right? When the word is your playground, when you're hiring people just based on their skills, when you're able to set up interviews in such a fast cadence, not having to fly in and all of those things, it just makes the experience really nice. If you have the right team, the right process, you can really give a great experience to people which I think is better than making them fly for 20 interviews in one day which some big banks like to do.  I know there's been some very controversial stuff like employee tracking software for remote workers and what have you. I mean, hopefully you're not invading people's privacy but how do you measure someone's productivity if you're not able to see them? Well, even if you can see them, it's hard to, if you're in that mindset, to measure their productivity. In fact, if you can see them and if they're friendly over lunch and you really like them as a person and all that, that can actually bias your judgment. And ultimately, you want a company based on trust and based on results and yeah, that's really hard to build but it's not a problem unique to all remote. Yeah, being very based on results, doing a really full jobs on OKRs, KPI, defining everything so that, very unbiased you can say, well, there's some rules that are easy, right? Like sales is a bit easier, our support is a bit easier to quantify but generally having either binary or like pretty interesting KPI and making sure that you follow through and make sure you actually do your performance review and assessment on those KPIs is what we've seen the most productive, right? And I think it's worked pretty greatly for us. And something else that has always struck me is a lot more roles are remote than we actually think. There's so many accountants and lawyers and people that travel all the time, people who play basketball or football, they're all remote. You travel all the time, you don't maybe call it all remote but that's essentially what you are. My first job out of college, there was an office but I was traveling to visit customer sites basically 100% of the time. And so way more companies are actually making all remote work than call themselves all remote.  Well, Bloomberg requires three days a week in person and we even have a Helsinki office that I'll be visiting while I'm here. But do you feel like you need to be at the office to actually write quality content and meeting good founders and writing about deals? Sorry, if I put it, you can also skip it, you know? Well, yeah, I'm getting interviewed all of a sudden. I mean, with the reporting kind of job, they understand I'm often at conferences and what have you and so we view that as in-person work accounts. But yeah, I mean, you know, I'm curious if you guys have seen any data or any information that shows how remote first companies compare to in-person companies in terms of performance and productivity. I have not, that would be very interesting of you. No, we, you know, now we just serve companies remote or not so like we, and we, you know, we don't really look at productivity data, like it's more about helping them grow but again, for us it's, what we're seeing is companies just finding their fit, right? It's not about being all remote or all this, it's not about all in the office, it's about, you know, based on like the leadership team, the C-level team, like what fits us better. But I think you can run the experiment in a couple years, right? Now that you have fully remote companies like ours or Quinn's, right? Like, let's see which are the best performing ones per cohorts, I guess, that's one of the ways to see it as of now, no tangible data, let's say. Well, GitLab is doing okay, right? They crushed their last quarter, didn't they? I think so, I'm not sure. There's a lot of great companies out there that are all remote, that are doing really well. I don't know how you'd perform that experiment though. That'd be very interesting. You need to, you know, make it randomized or something. That would be very interesting. Well, maybe if you're a public company and you measure quarterly results based on when the employees were in the office versus at home, I don't know. You do hire faster. If that was out there. You hire faster, I'll say that, right? Like, when you are, it's just much easier to not only find great talent, but just move across the different departments at the company that, well, think about it, right?  You want to hire for, you know, 100 roles over the next two months.  You're still, you know, it's very expensive to hire there. And you're limited to like who can come to the office, which is very, like, it's quite limiting radius, like 30 miles radius, right? So I'd say, like, if the market is favorable for high growth, which I don't know how it is today, that is definitely a strong advantage. And so, since you deal with a lot of companies that are doing hiring themselves, are you finding that companies have sort of a one-size-fits-all approach, either remote or not remote, or are they saying, okay, certain departments, we want them in, you know, for weekly meetings, or what are you seeing on that? It's funny. It's like, I talk to two different founders. I think that even spoke today, or they are speaking later today on stage. You know, one of them told me, engineers, I want in the office, I want them together, but salespeople, they can do whatever they want. And the other founder told me they straight up, as engineers, they can work from where they want, but salespeople, I want them all in the office, like talking each other up and selling together. So I think the answer is the same, right? It's like, everybody builds a company and hires people to a culture that they're kind of like building as a team, and that culture shapes up to be a mix of whatever feels best for you, right? And if it is engineering in the office and salespeople outside or vice versa, you know, it develops the right, most successful company, they build a model that fits really well for them. And so since you were one of the first to be remote first, I mean, were there any sort of growing pains in making that switch? I mean, obviously everyone else started, I guess once the pandemic happened and there was the whole stress of that, but before even dealing with the stress of the pandemic, what were the hurdles you faced?  So before we went all remote, we were remote first, and that was because when we were starting SourceGraph in 2013, DevTools were not cool. Everyone would say, oh, you can't sell to Devs. And so it was hard for us to hire in the Bay Area, which is where I live. We saw our friends going to Facebook and all these other, you know, many generations of trends have come and gone in the time that we've just been at this. So it was, we didn't really have a choice. Definitely we've seen that async takes a lot of thought to make it so that you have all the context written down and so that you've got those cultural relationships built beforehand that let you just get in focus. But all of that, it seems like you'd wanna do all of that even if you were in person. So it feels like it is a forcing function to do async well, but that's all a good thing to do. So, you know, they're growing pains in a sense, but I would not attribute them to being remote, per se. What about you? I mean, are you seeing any challenges that some companies face when shifting from in-person to remote? I mean, luckily for us, we were remote from the beginning. I've never worked in an office, so I don't even know what it feels like. So... Never worked in an office? Never, no, so. So I can really understand the gap or the difference, but I think the shift is hard, right? Like if you go from an all-in office, everyday together culture to suddenly being alone, like you really, and that's why, you know, I think people in HR over the last two years were such the glue of companies. I mean, they always are, but specifically in those times because accompanying people into 316 to how they're set up and how they work and their day-to-day was a big deal. So I can definitely see how companies have failed and try to go back to a model that they know and they understand, specifically if your executive team is a bit more comfortable with that model. And, but again, I think it'll be a matter of balance, right? Like what we're seeing is some companies that went back into the office are starting to lose their talents, so they need to adapt their policies again to something that makes more sense. Any last thoughts on the remote work? I would just say it's not one-size-fits-all. Some companies should be all remote, some should not, and, you know, same for employees. Some people want all remote, some people want to go into an office, and that's okay. And if you're one of those companies that is all remote, that's 40%, maybe even 60%, because it's a 40% of the people in the world that want all remote, plus the 20%, they could kind of go either way. You just want to make it so that you attract the best people in that group. You guys are in how many countries already? We have, I think, 34 countries, about 225 people all around the world. And no specific cluster anywhere, right? Like, really everywhere. Well, the clusters were not intentional. We have clusters in Berlin and Paris and London and SF, and then just a lot of people all around the world, too. That's kind of like the beauty of it, right? Like, the ability to bring such a diverse group of people, and I don't know how you're hiring processes are, but just the idea that you are able to say, hey, we just want the best talent, we just want to be able to hire the best people, and you might want to open offices in those locations and just look for the best people in those local countries, but the mindset, one of the things we kind of came out of a deal realizing through helping all those companies is, sure, there will be discussions on whether you go for a hybrid model, full office model, but the concept of, I've broadened my horizon when it comes down to building a team, and now I'm just looking in general, albeit I might prefer to have 80% of my team with me, I will take chances on people and give opportunities to more people around the world. I think that's kind of like the beauty that came out of remote working in general, apart from the flexibility, and this is one of the trends we're the most excited about, like being able to tap into the hundreds of millions of amazing people that are as talented as your barrier people or others, and just giving them the opportunity to work for the best companies in the world, that's something we're very excited about, and that is not going away, right? That's what we've seen. Yeah, that promise is just so motivating. I mean, personally, when I was learning to code, I was, I don't know, 11 or 12, and I loved that growing up in Chicago, Illinois, right in the middle of the US, I didn't know anyone else who coded. Chicago was not a big hotbed of tech at the time, but I could go on the internet and no one knew that I was 11 years old, and also I could work with the best people building code out there anywhere in the world, and that was so magical. And then the Google CEO came to town and gave a talk and I happened to attend it, and I go up, I was in high school, and I'm like, hey, I think Google's really cool. I know how to code, and he's like, oh, we don't hire high schoolers and we're only hiring California, and that was such a letdown to me, but I love this new world where, no matter where you are in the world, you can go and work with the best people in tech, and you can go work at the best tech companies. That is so inspiring for me personally to have some small role in creating that kind of world for all these young people out there, and also I love as a CEO that we can hire those amazing people that have this crazy talent somewhere in the world where we would not have found them if we were just in the Bay Area. Do you hire high schoolers? Yes, we would. I think we don't intentionally do that, but we have because, I mean, I also work with this nonprofit called Hat Club, which is a kind of global, high school age coding community, and the kind of things that kids can build, it's amazing. And I think like, wow, I wish I could not have a job and kids take care of sometimes to just go and code and you can get a lot done, and there's so many kids that have that so much freedom and time, and they can build amazing things. So yeah, we would. There's one time we actually had to check the age on a candidate, and it turns out his parents were down waiting in the car during his interview. Look how different the world is gonna be. If you think 20 years back, you wanted, even not that a long time ago, you wanted to work for the best company you had to move, now that you don't, now that you can just hopefully find the right opportunities, I think just generally the word dynamics, the immigration dynamics are gonna be super interesting and I'm excited for this new word and I'm excited for what economies are gonna profit from that and how the world is going to develop. All right, well thank you so much. Great to hear about remote work. Thank you so much. Thanks.


Hello artistic friends and visitors and welcome to Monet Cafe. I wanted to make a quick little video many of you guys know I'm out here in Live Oak, Florida to be with my mother during her radiation treatments And I just at first wanted to share some of the beautiful photos of where I am live Oak, Florida is absolutely beautiful where my parents live anyway, and I've got my little Jackson with me So we are loving being with my family right now at this time So here's a little quick video of my setup This is really short, but I thought some of you might like to see my setup where I am and I will be painting soon Hello my art family. Oh, I miss you guys so much But I am so happy to be here in my mom's basement to help her through her radiation treatments And as you can probably tell here, I'm not really roughing it in her basement I don't get the idea of a Dengie dark basement her basement is actually bigger than my house She and my dad have a beautiful home and so I've got it all set up here But I just thought I'd show you guys I've got something with a cable on the floor to kind of keep me from tripping over something But oh, my mom actually has one of my paintings up on the wall here This is actually a reproduction from one of my paintings, but um anyway, it's just a lovely place And I am so happy to be here. Oh, that's some of my boys on the pictures on the wall and Oh, and there's my son Jared Anyway, so I thought I'd show you guys My setup here what I did is I just have two tables that my mom and dad set up for me and The pastels that I brought are first. I have a table easel here just a little table easel I think I got it at like Michaels or something and I have various supplies behind there And I have my Hyalmin box with a very good supply of pastels here I do have a video on how I actually organized this box and put all the colors in place and I have a Another little travel set that I used to put my neutrals in these are all neutrals These are all very dirty right now because they got bounced and moved around those are a lot of Terry Ludwig's and These are new pastels that are harder Then I also brought along my new set of Jiro pastels They're a little bit hard not as hard as new pastels and not as soft as Terry Ludwig's These are kind of a nice in-between pastel so I brought those along with me And I actually also brought along my camera and my light to be able to do some filming if I get the chance My mom is definitely the priority, but you know, I might get a little chance to paint I brought some books and some of the crystal Seal bags if I do any paintings to keep them in I use a different company now I think it's just called clear bags calm I bought papers a few things for underpainting some watercolors clear gesso So anyway, I thought this video might you know give you an idea of how to work on the go and some things that you can bring Of course all this stuff over here is for uploading videos if I need to on my Mac and then my bookkeeping stuff That's my boring other business that I do with my other side of my brain But anyway, so I just thought I'd say hey to you guys let you know that I'm I'm hanging in there. My mom's doing great. She's had a few radiation treatments already and I appreciate your prayers and I also want to say that I'm praying for some of you guys I know some of you guys are going through some things right now with your own family With illnesses and some of you have already lost some loved ones So my heart is very tender for you and and I miss you all but I'm still here and as always happy painting


Welcome everybody. This is the May 25th General Meeting for the Hyperledger Healthcare Special Interest Group and we are joined by our audience and guests and we will dive in today into a few different industry news and interesting projects that I found over the last few weeks. Before we get started there, I just wanted to make sure we gave everyone who's new here an opportunity to introduce themselves, share what they're working on perhaps, maybe ask some questions. So if there's anybody here that would like to do that please raise your hand in the Zoom and we can just quickly call on you just so everyone is familiar with who you are. Many looks like have been on the meeting before so I'll give a second hold here just to wait. Okay, so no introductions, that's okay. So does anyone have any announcements or community information they would like to share? Okay. I'll offer. So I wasn't sure if anyone will be attending the Drug Information Association conference, big annual conference in June, but I serve on the planning committee for that conference and it was, it's really exciting that this is the first year that blockchain is considered a priority focus within the data, data management track and I will actually get to be speaking. I'm going to actually be talking about data as an asset with kind of just flavors of blockchain, but I thought it was meaningful that there's much more interest in the in pharma about how best to pursue blockchain so much so that they're making it a priority focus for DIA. So if any of you are going to be at DIA in Chicago please do let me know I'd love to see you there in person. Thanks for sharing that Wendy and I'd love to actually include it here in the upcoming events section. So if you want to send a link that would be awesome. And then I can add it so if anyone happens to take a look at this page they can find that too. So thank you. Yes, I probably should have waited until then. No, that's great. No, I'm glad that was perfect. And just as a reminder, this is a recorded event so this will be public. So if there's anything you don't want to share publicly please don't share it here. Okay, so actually that's a good segue into these upcoming events. As a reminder everybody, there's the Science of Blockchain event in Stanford, August 29th to the 31st. There's also Consensus 2022 which is by coin desk and it's called the Festival for the Decentralized World. There's also, and I could open this up for everyone here. If you haven't seen this it's a major conference. Many speakers, many sponsors, full agenda, different topics. I don't think there's specific sections on healthcare but I'm sure there are people there who will be focused on healthcare to some degree. So it's an interesting one to check out. And there will be actually on June 10th a how decentralization will reinvent healthcare is hosted by Decentra Tech Collective Community Member Pete Harris. So you can check that out. All right, so those were the events. Thanks for the quick comments in the beginning everybody. We're going to dive into some of the industry news that came up in the last few weeks. So the first one that I thought was quite interesting was Instagram starting to support NFTs. This is pretty major I think because NFTs have been in the last year or so gotten some notoriety I would say, many expensive NFTs seemingly for no reason. But this trend I think is continuing to grow and supported by Instagram's support really. So I'm sure there have been updates since this article from the Meta company. But does anyone have any thoughts on this or just comments or opinions about what's happening with Instagram and NFTs? Ray is here. Do we know what they're actually going to show? Have we got like a preview? Is it going to be like a link to the Ethereum or public blockchain or whatever? If it's online, like have any idea what it's going to look like? Well, they did say it'll be supported by the Ethereum and Solana blockchains I believe and polygon and also flow. So maybe a transaction with transaction or something with the image. I don't know how else that would work. It'd be interesting to see what it looks like. Yeah, I don't. That's a good question. So it says they won't be charging users for showcasing their art.  Would they charge for that? I wasn't clear. I didn't think about that. So I think we'll have to see. But this is, you know, definitely a trend in like a positive direction for NFTs at least. So we'll see. And I'm sure it's going to come up again. You know, a Meta has been really focused on the metaverse. And yeah, it should be interesting to follow this one. Yeah, along those lines, I don't have a lot of knowledge, but I've been interested in the development of using intellectual managing intellectual property with NFTs. Actually, a piece of my presentation at DIA is using NFTs to recognize data ownership and assets. And I was curious if any of you are involved in that or can speak more knowledge blue than I could about NFTs for managing intellectual property, including publications and such. Yeah, so Wendy, I've seen a lot of activity in like the decentralized science space regarding IP NFTs. So like that has been a major point of conversation, I would say. Now, has anybody defended their intellectual property that has been tokenized? Let's say, I don't know about that. So I haven't seen any like cases, legal cases around that. It'll happen, I think. I just, I don't know when exactly or how, but yeah, that's an interesting question. Anyone else looks like Curit has his hand up. And I think Yeah, there was a there was a conference that I was supposed to watch on YouTube, it was D-side Berlin and had it like all of the dows and molecule was featured as one of those. So I think you'll be able to find some more information on this live stream. So I'll try and get them over to you. Yeah, thanks for sharing that. For posting that link about the Wall Street Journal, I read that article in the paper and it really made an impact on me. I was concerned too that with the sales flattening that there would be kind of a loss of momentum. But I don't know what, you know, the future will hold. I'm eager to hear what you thought when you read the article. The Wall Street Journal article or the Yes, the Wall Street Journal. I don't know what to think of it. It's, you know, in the dialectic reasoning in me. So there's an antithesis to any thesis and the whether or not this is whether that article is asserting a bubble. I think anybody looking at it would say it's got to, there's got to be more to it than board apes and, you know, silly art. There's got to be, there must be some more serious use cases that are emerging or it will be a bubble. And I'm not sure what they are yet. If you just look at NFTs as just composable kind of containers for our case health records, for example, that's interesting. But I'm not aware of that, of that making it kind of to the frontier, let alone the main flow yet. So yeah, it's an interesting technology. I don't know whether it's, it's certainly not quite ready for prime time, but if it's the whether it's the futures, you know, something that we'll all keep our eye on. Yes. And Wendy, you were referring to this article, was that right? Yes, that's correct. Okay. I would open it, but it looks like it. Anyone really wants to read it? Yeah, I have, I have membership to the Wall Street Journal. And so if anyone wants to read it, just ping me within the chat, and I can log into my account and make a PDF of the article. Thank you. That's so nice. Appreciate that. All right, I'm going to go to the next we have a bunch of articles here. So this one was from CNBC. It says Google's cloud group forms web three team to capitalize on booming popularity of crypto. I thought this was interesting to see Google, one of the major data and search companies, cloud and many things, but they are starting to focus on web three. I saw here, Google wants to offer back end services to developers interested in composing their own web three software as the company battles for market share and cloud infrastructure against Alibaba, Amazon and Microsoft. And specifically says or we're not trying to be to be part of that cryptocurrency wave directly. So I guess they are the shovels in this gold mine, gold rush, not the gold dealers, let's say. I didn't read this article, but I keep always in search of a common definition that most people would accept.  Exactly. Does it have to do with NFTs, cryptocurrencies, etc. Is it more to do with decentralization? Is it as simple as saying the web was about reading, web two about writing, web three about owning? I don't know. If anybody has an authoritative definition of web three, please post it. That's a good point. And I don't think we'll ever reach that final absolute definition. I think it's something like what is the internet? There's different definitions, slightly variable, but I think essentially like owning your data and here it says in building our in-house team for web three tools, Google is taking its next step to prove its commitment to the market. Within the healthcare space, I would be, I'm just naturally dubious about any contention Google would make about decentralization. They're the consumments of quintessential centralized architecture. And they've got, I don't know. I'm not sure what shovels they have to sell. Say again, Johan. I totally agree with what he said. Yeah. Wendy. Oh, I was going to share with Doug, everything that you mentioned about web three is considered part of the current discussion. And I think you're totally on the right track. And I also agree. This is something that we're seeing a lot more momentum toward, but there's not a consensus yet of what it actually means. And I'm likening back to, I serve on an IEEE governance committee for blockchain and we have had the most heated debates about even the definition of what blockchain is. In fact, there's a joke in the blockchain community. I think I've said it on this forum before that if you ask 10 different blockchain experts for a definition of blockchain, you will receive 11 different definitions. I think the same is true with web three. So we're going to, we're going to provide more education, but I don't know if we're going to reach consensus in any time soon. Agreed. Next up, actually, as long as it means everything, it means nothing. That's the problem. It's probably true. Well, actually, I agree with you, but I think once the applications are, once there's like a, you know, an application that's actually useful for people, they really won't care what the definition of web three is as long as they get the utility or benefits out of, you know, that technologies, those technologies. It's my opinion. This is an article from entrepreneur. Actually, I thought it was pretty cool because they talk about the next frontier of healthcare. They mentioned blockchain AR and VR. So they specifically talk about blockchain in a way that, you know, it allows for crypto currencies for borderless payments and security. A lot of ads here. And they mentioned how the plastic surgery industry is booming, but there are many people or patients that are trying to keep their privacy and confidentiality around those procedures. So payment with like a crypto currency that's private could help with that. I thought it was pretty interesting that they mentioned that here. And they specifically talk about how in the Middle East, that's a very, I guess, important thing. Let's see here. They also talk about just transparency in general. So their number of flaws in the medical industry, healthcare, hierarchy, data ownership and data security. As we know, blockchain is quickly becoming a critical need for the digitization of healthcare. It can allow decentralized communities controlled democratically via smart contracts, meaning that everyone has a record of what happened in the digital world. This does all kind of still sound like what was talked about in 2017 and 18 about how blockchain can revolutionize healthcare. So it's very much very almost similar, the conversations. However, you know, it's still being reinforced. So we haven't lost that dream, I guess. And I see that Jim raised his hand. Jim, you want to say something? Sure. Yeah. I mean, you always do a great job, Ray, pulling together these articles and talking about these topics. But I always enjoy ones like this in particular, because they're perfect examples where the author have no understanding of the community that they're writing about. Because number one, pointing out the transparency of blockchain for my healthcare records is not exactly something all that thrilled about. And then second of all, the idea of leveraging cryptocurrency for cross-border payments for plastic surgery and medical tourism sounds fine in this cup, except that we have more and more real examples, especially like El Salvador, where fluctuation in cryptocurrency prices greatly and dramatically changes the prices of services. So if I'm going to price something in Bitcoin, is it going to be tethered to the Bitcoin price, which fluctuates with the US dollar, or is it going to be tethered to the US dollar, which case then you have other problems about the cryptocurrencies that you're accepting? So I'm not quite sure what they're trying to get at from a healthcare perspective here. Right. And I do think this is for like a much more broader audience. This is entrepreneur, so as many, I guess, people that are not really in healthcare or maybe blockchain at all. And this is sort of like their first time seeing it. And they do include AR, VR as part of this article. I'll add on the AR, VR side that we're setting up in LFPH, something of a practice area or a community of practice around AR and VR and digital therapeutics. Just to give a plug, the Olympics Foundation also hosts the Open 3D Foundation, which has every big name tech company you can think of in AR and VR and mobile gaming, and is moving as an industry to open source engines for those components. And then there's digital therapeutics, which is the industry group associated with AR and VR and digital solutions for healthcare as FDA approved therapeutic treatments. Interesting comments I got from a company called Applied VR that I was chatting with that's a member of the Digital Therapeutics Alliance. And they said when they do work with things like Oculus 2 and the others, there's a lot of parts of the underlying AR and VR engine they have to rip out in order to apply for AR and VR, because AR and VR even in open source is coded towards a customer experience for gamers who are inherently technical, understand the look and feel, can move from one platform to another for a digital therapeutic solution in AR and VR. It has to be something that a 72-year-old Medicare recipient can understand when they go to turn it on or how to use it. And that is still kind of a significant schism in AR and VR tech, as we understand, as the folks on this call are used to it, and what you do for applying it to healthcare as a digital therapeutic. If they don't mention the digital therapeutics process in the article, they kind of missed out too. Yeah. And I also think looking at Apple's announcement of their new headset, or I think it was a rumor, I'm not sure, but we still need to have those devices way more user-friendly, especially for those older people. So I'm with you. All right. The next article here by Forbes and let's see here, How Web 3. Okay. I thought I had this. Apologies. Okay. So basically, I'll talk about how Web 3 is going to, again, decentralize healthcare, talk about distributed ledgers as a way that data, the data infrastructure can be stored for healthcare as well. Talk about the base healthcare applications for Web 3 is remaking EHRs. That's what they're saying. And I thought this was interesting too. Again, not a surprise to much of, you know, most of us here, but, and I'm sorry I can't show it because I'm using an ad blocker. Maybe I'll turn it off for this website. Yeah. There you go. So many ads, right? Can blockchain fix this? So any thoughts on this article? If anyone had a chance to read it? And I like this final comment here. It says, are we there yet? The truth is we are not at Web 3.0 yet. And we will not get there anytime soon. Plus, in a practical sense, it's less about Web 3. So planting Web 2 and more about Web 2 becoming incorporated into Web 3. And I think that's really a good point. Nonetheless, for a long time Web 3 and its decentralized model have only been theoretical. But now people are beginning to believe in it and build a surge of momentum to create it. And it says ignore it at your own risk. Johan? Yes, I just wanted to share my thoughts on the article. And I think Web 3.0 is really the way forward. But it will take a lot of extreme investments and it will take a lot of time. Where I'm coming from is that basically you need to understand the entire complexity of the healthcare system. And you need to understand how the government's regulations and how people interact in order to really scale this. And where I'm coming from is basically I co-founded Telemedicine Business in India in 2016. And what we saw there was that the doctor-to-patient ratio in India is compared to the US. You have one doctor for 10,000 people, something like that, back in those days. And that's where I can see that technology can really make a difference. But when it comes to Web 3.0, I can see that you need to really understand how all the failures can interact. And that will take a long time. But the good thing is the technology, I believe it's already here. But for people to really take it and to see that the value is the privacy. In my book at least, it's the value of privacy. That's what will drive the Web 3.0 development. And I think that what happened with, I would say, Facebook last year, when the data privacy and all of that, and what Google is doing with selling user data, all of this will fuse. So I think that it will probably take five to ten years. And that's my estimate before we can really see that Web 3.0 in healthcare is making progress. Okay, that's my share, Michael. Yeah, thank you for sharing. I appreciate that. And you know, you make a good point. I think there is this need for privacy, but it isn't something everyone shares. I think a lot of people don't care still. They don't understand the value of their privacy or their data in general. That's part of the education process, I think. And as we generate more data, that part will be more important and people will realize, you know, why that's important. I think we'll see any other comments on that article. All right, jumping to the next one here. And this is an article from lifespan.io, which is a crowd sourcing the cure for aging. So this is a longevity life expansion type of site. And they write biotechnology dows for facilitating development. So this article here, they asked, you know, what are biotech dows? And for those that may not know here, biotech dows are a subcategory of DSI. These dows use their decentralized autonomous format to bring individuals together in order to solve health care and other challenges using biotechnology. So how does it work? I won't get into all of this, but basically you have a community with a mission and values. You have members of the DAO, and they may come from different backgrounds.  These rules are visible to the whole community and written onto the blockchain. Next, the DAO decides on its funding and governance structure. This is generally through issuing native tokens in exchange for fiat currency to raise funds. These tokens give members voting rights. To date, there's no singular agreement of the best governance method or token voting rights structure. It's a really good point because there's so many experiments out there. Below are some of those notable biotech dows like Vita DAO, Lab DAO, Psi DAO, Genomes DAO, Cures DAO, Entitote DAO, Molecule, Sinet. So these are, you know, all experiments at this point, and they have gotten some pretty good traction. It's, I guess, time will tell how revolutionary, how much they revolutionized this industry. I think they will. I'm not sure when, but I think that will happen eventually just because it, you know, the new model makes more sense than the previous model. Any thoughts on this? And I will say many of these, many of the DAOs, D-side DAOs that are out there are at least, you know, ancillarily focused on longevity and life extension. So I think that's interesting. Okay, the next article I have here is an announcement of a partnership between Polygon and MSP. So MSP Recovery says here, Polygon Networks are leading blockchain and scaling solution announced partnership with Tokenology and MSP Recovery to deliver Life Chain, a new healthcare claims platform. Has anyone heard of MS Recovery or Life Chain before? It says Life Chain will leverage blockchain to solve the biggest healthcare problems, including fraud, inefficiency, and payments, and antiquated processes. Excellent, I hope so, Life Chain. Life Chain will be developed by MSP Recovery and Tokenology as a fully tokenized Medicare, Medicaid, and commercials claims recovery system protected by biometric security. The platform is designed to solve significant problems the healthcare industry faces. So Life Chain will be integrated with MSP's Recovery commercial application Life Wallet. It's a tool designed to allow individuals to access medical history and life-saving resources while providing interconnectivity with providers who also gain important resources from the platform. So I don't know much about this organization, but I thought it was interesting that they made this announcement, so we'll continue to watch this and see where it goes. Hey, Ray. So I looked into this a little bit when you sent out the agenda yesterday. It looks like they're like mostly deal with medical claims in a secondary market. They have like a trillion dollar in medical claims. So I just thought it was interesting that since they're mostly dealing with the secondary market that they have this Life Wallet that consumers, I'm assuming they're going to hope consumers on board too. So I wonder if that's going to be a challenge for them because if they're mostly dealing with this whole secondary market and how do they then interact? Do they have consumers or where are these patients coming from? But definitely interesting that they're using polygon. Seems like the best choice of layer two. So yeah, definitely an interesting article. Yeah, and I didn't know about the secondary market part of that. So it might have been in the article. Not sure, but I wonder, does anyone know if the secondary claims or insurance market is larger than the primary or maybe just help define that a little bit more because I'm not too familiar with that myself. That's okay. Yeah, I got to be honest. I'm not exactly sure what the secondary market is. Yeah, that might have been a different article when I was looking to do it. I'm just guessing that it could be referring to Part C, Medicare Advantage, Supplemental Insurance. Yeah, that's true. Yeah, so. In which case it's pretty big, but it's not bigger. Yeah, I'm reading here on the side. There's nothing about this press release that necessarily suggests they talk to anyone in healthcare claims at all. In this article, right? Yeah, that's true. Well, MSP Recovery, just to quickly check their website out. Investors, that's a major thing. So they are a public company. Looks like, I don't know, we'll have to watch and wait, I guess. Wait and watch. Life Wallet, Register Now. They have an application. Benefit Solutions. Yeah, okay. Looks pretty interesting. All right, I'm going to jump to our next article here. Thanks for those comments, guys. All right, so this one, Staten News. I thought this was pretty interesting too, and it's titled How a Complex Web of Businesses Turn Private Health Records from GE Into a Lucrative Portrait of Patients. So this was a tale that I read yesterday or a couple of days ago about how GE and quintiles, now known as IQVIA, basically handled millions of patient records, data records, and now they're sort of being shared amongst different companies and people are profiting off our patient data. So this is an important tale for anyone in the Web3 healthcare space. I think this is sort of what we're trying to prevent by building decentralized networks and systems, and so I'll read a few comments here. It created an environment with limited oversight, privacy experts said, and now with every app download, website visit, and social media post patients are creating even more data that private companies can buy and use to shred HIPAA's protections. The data can be legally de-identified under HIPAA, but in the real world, it is not de-identified because it can easily be re-identified. This is something we've heard for quite a number of years now that so-called de-identified data, based on the standards or protocols that were used back, I think like 10 or 20 years ago, the process that they took to de-identified data, they remove name, age, specific, maybe zip code or other things that can identify you. Even if you take those out, there are ways to use other data to identify the person and they could follow you and advertise to you and other things as well. So the expert from John Hopkins said, holes in the law are allowing companies to trade on de-identified data in ways that are certainly not appropriate or ethical. So this is happening now, guys. I know this occurrence or this situation with GE and quintiles happened years ago, like kind of like decades ago, kind of that's when it started. But this is happening now and probably more than we even realized. I think it's important that we keep fighting the fight against this. Any comments on this article, if you guys have seen it? Great. You have a stat subscription because it's spawned to pay wall when I try and check it out. Yes, I do. But I'm happy if anyone wants to send me an email, I can just, I will be able to share this with you just for this article at least. Yeah. That's great to know, Ray. Yes. I'll put a little note in the chat. I'd love to see that. Yeah, I suppose it's not surprising. So your genomic information is not a, you know, whatever the 18 safe harbor elements that was defined, you know, with 20 years ago.  So, and that's not covered. So it makes sense. When I was at Vanderbilt, there was a study of attempting to re-identify people based on biomarkers in their, like your CBC or chemistry panel. And that was totally doable. Jonathan nailed it. I mean, we have article after article after article about data brokers and even just the structure of de-identified data, which relates back to the 1996 data model. And it just hasn't been updated yet. And it was never envisioned to collect the voluminous, not only collect information from a de-identified, HIPAA compliant EHR system, but the tremendous volume of information that's available from other data brokers that you can just buy, you know, for commercial purposes and then match up with that data. Well, also, tagging this back to the previous comments about Google, it could be that this is a, it's a very acute problem, but it might even be a transient one, in that the provider community in America has pushed back hard on this leading AMCs and whatnot are raising a stink over, but the government of England, the UK government is actually filed suit against Google's use of so-called de-identified data. So it's a very pregnant problem that might be being addressed in the courts pretty soon anyway. Yeah, that's very good comments. I suppose it just goes, also goes back to a mantra that I say is that identity is a process of reconciling identifiers. The more unique identifiers you have, the more the ability to reconcile and perform identity as a process, not a no. Well, and the universal solve or the antidote that some of us are keen to talk about and think about is fine-grained consent. That the, if somebody, it's projected that this de-identified market is around 23 billion a year, and that's with the 18 elements sapping it of a lot of its value. If, however, you can identify, you can pinpoint the particular patient record you want and then secure that patient's permission to use that data, this can be a lot more valuable. And the regulatory exposure fades quickly if you can do that. So again, the hypothesis here is decentralized identities and fine-grained consents will go a long way to both solving the problem and adding value to the data at the same time. I saw Johan's hand was raised. Did you want to say anything Johan? Yeah, I just wanted to add one thing. So this is not about this old code, but I just want to share what is happening in Sweden right now. I'm from Sweden myself, and the Swedish government, they have launched a committee to investigate the possibilities to collect user personal and personal health data for research purposes. And this committee will do this investigation, I think to start now in the end of May for one year that will then be handed over to a government to take a decision. So basically what I'm saying is that governments are now looking into this as well, how they can use people's health data to enhance the healthcare system. So I would say that I think it's good, but it's also a bit scary because what we see here is that people's health data is being monetized without them getting paid, I guess. And now governments are stepping into this as well and doing something similar. So I just wanted to share what is happening in Sweden. Sweden is, I would say has been in the forefront for telemedicine and a lot of development in this area. So that's why the government has started to support these initiatives, I guess. Well, yet another cross current in the EU is the Pending Digital Services Act, which will introduce another complexion, it's kind of a GDPR on steroids movement. So whether or not that would trump the governments and then again, re-referencing the UK's action against Google, it's just a very tormented area right now, but it's an actively tormented area. So there may be, we may be getting guidance from on high in the coming months. Yeah. And just to quickly add here, I think there's a comment in the article that says, but privacy experts say it shouldn't be up to IQVIA or any other for-profit company to decide how patients' personal information is used. Who are you to decide what benefits these people? What gives you the right to be judged, jury and executioner? And it goes on to say, the common comparison of medical data to oil, a commodity to be freely traded, entirely misunderstands the unique nature of data, oil gets burned and can't be reused. But information can be reused. So it's very valuable, he said. Yeah. The way we need to deal with personal information is to look at it as an extension of the person. I think that's really true. I'm sure this won't be the last conversation about this type of misuse of data. This is just a really good example of one. And I can, if anyone's interested in reading the full article, just send me an email. All right. Next up here is from Cointelegram. And this is a genomics company which is exploring NFTs in hopes of advancing precision medicine. Gene NFTs is, I believe the company name, actually Genetica, a genomics company catering to Asia Pacific region, recently partnered with Oasis Labs, a Web3 data management firm to tokenize genomic profiles. The co-founder told Cointelegraph that the goal behind the partnership is to advance precision medicine by giving patients data ownership and rights through gene NFTs. And most here already have heard about gene NFTs to some degree. There's a number of startups in this space that have been trying to do this and are doing it. I don't know if there's anyone in here specifically now that is doing that, but if there's any comments or thoughts people want to share about this article, feel free to jump in or raise your hand. So here is a comment. There are both financial and medical benefits associated with gene NFTs. Financial benefits involve revenue sharing, so users will get paid when third parties request to access their data. We are able to issue these payments automatically due to blockchain, technology, and smart contracts. I agree, but actually doing it and properly and within regulation is harder than it sounds, I think. But I hope it works out and we'll be following this one too. Anyone familiar with this group or organization? Okay, it does also mention Robert Chu from Ableema. So that's a company that's working on a data platform for personalized medicine. Kind of focused on clinical trials as well. So yeah, all right. My final article here actually, kind of a good segue into Ableema is that they are, the company is partnering with CDISC. CDISC is, I think, clinical data. They're an STO, National Standards Body for clinical information, other than health care, HL7 data. Yes. Thanks, Jim. Here we go. So they're establishing standards for experimental assays and bioinformatics protocols, which aim at accelerating development and availability of new cell and gene therapies for patients. So this is a pretty big deal too, I think. Give some, I guess, credentials or some additional backing for Ableema. So the collaboration will cover standards development in three areas. As I mentioned, protocols and experimental assays and bioinformatics pipelines for evidence generation and submission to regulatory regulation bodies. They're also going to be covering provenance and privacy with relation to the patient CGTP data sets. And then, of course, longevity or longitudinal data linkage and patient engagement as well. So pretty exciting announcement. Looking forward to seeing how that plays out as well. All right. And a few educational nuggets. And I try to separate industry news from educational nuggets. And educational nuggets is more, I don't know, I guess, there's more content typically, it's longer and not specific to like a news sort of current events type of thing. This was a HBR, Harvard Business Review article about telehealth. And just stating how telehealth is still, here we go, the telehealth era is just beginning. So it goes on to discuss, you know, the evolution of telehealth and telemedicine. And then it talks about some of the opportunities more like the low hanging fruit opportunities for telehealth. Because, you know, when people say telehealth, there's so much involved. But I think this article does a good job focusing on very specific opportunities that are, you know, low hanging fruit, in my opinion. So the first opportunity is to reduce expensive and unnecessary trips to the ER. For urgent care, telehealth can work really well, especially if you, you know, it's not something where you need to go to the ER if you're not sure. You can call someone, talk to a doctor within five to 10 minutes instead of waiting two hours in an ER. So that's really useful, I think. And I say all this in the context of how can web three technologies be applied to these opportunities as well, in the same way. The second opportunity was to reverse America's chronic disease crisis, doing so by, you know, having more frequent communications with, you know, NPs, doctors about their conditions and being able to routinely speak with them instead of meeting with them less frequently. The third opportunity was to address disparities in healthcare. So being able to, you know, anyone being able to use telehealth, I think that's helpful because no matter where you are, you can have access to a doctor, hopefully. Fourth opportunity is to make specialty care faster and more efficient. So just the initial process of talking to a specialist can be more streamlined with virtual care. Fifth opportunity was to provide access to the best doctors. Again, second opinions via virtual care is really useful. And then you can access doctors that are far away from you. You don't have to be in the same region as them. Yeah, I think those are the five, and then they talk about adoption and how things have been developing with partnerships and how you can do it, you know, create a successful telehealth program in your organization. So pretty interesting, I thought. And that's your first educational nugget here. The next article I found was about designing token economics or economies. So this is something that has been, it's still being worked on. It's not been, there's no standard for tokenizing in an economy yet. I think there's a lot of good information in here about, you know, the design of your token, which protocols, how tokens, you know, what are protocols, tokens, DAO, so they define them here. And for companies, they discuss how different protocols can work or not work. Both companies and protocols are trying to coordinate human and financial capital to accomplish a set of goals. And we can agree on that. And then a company's main goal is to produce a return on capital invested. Many protocols certainly share a similar goal for generating profits, but these objectives tend to be much more diverse from maintaining a piece of public digital infrastructure to creating one of the most cost efficient lending platforms in the world. So they talk about existing DAOs and how they work. There's a section on governance, data ownership, and just really some good stuff for everyone to dive into if you're interested here. They compare protocols to countries, good references. So has anyone designed a token economy successfully here that I'd like to share? I think that would be a great conversation to have maybe at a future meeting. So if you have, if you or someone you know has done that, would love to have them in this meeting, just discuss how some of their challenges and successes I think would be really interesting for all of us really. Ray, since we are nearing the top of the hour, I just wanted to point everyone to the chat where I provided a link to my latest academic publication. This is with Texas A&M University and Texas A&M Health Sciences Center. And it's about using blockchain to create a clinical genomic registry. While this is just an early model published with my friends and colleagues at Texas A&M, the most important takeaway for this group is that this is an extremely conservative university. And it's very exciting that they are seeing the benefit of blockchain technologies. In this case, it would be managing dynamic consent for registry. And I can't tell you how many conversations I had to have with their privacy officers, with different regulatory officials. And it's exciting to see acceptance and enthusiasm for utilizing blockchain. Awesome. Thanks for sharing that, Wendy. I'll put that in the agenda as well for just stuff for people to read afterwards. I think, and I think there's a few other articles or links people shared. So I'm happy to include those two. And yeah, that was pretty much it. The last educational nugget was my latest episode on Health on Chain. I interviewed trial CEO, Hadeel Espa. And they're working on clinical trial documentation via Web3 and blockchain. So check that out if you have the time. And we have a minute left. So I just wanted to thank everyone for joining again and participating. You know, we have these meetings every two weeks. So the next one will be on, let's see here, June 8th. So looking forward to seeing you all and more people next time. And if there's any articles or content you want me to share, let me know. I've shared my email in the chat as well. Or you can even just make a comment in here directly in the next agenda page, which I'll create for the next meeting. So again, thank you all. Appreciate it. Thank you. That's right.


Make your moments make a rocket ship Hi Makers, today we're gonna be making a rocket ship using the stuff you see here on the table and Bonus it's gonna move so you need a box maybe some scrap cardboard some packing material Hot glue tape something to cut with something to draw with a circle need to use for tracing some dowel rods or Chopsticks and a straw. It's gonna come in though The first thing you need to do is find your box and then cut it About the size of like a regular square tissue box something like that and then cut out One side because we're gonna be working inside the box and this will make it a lot easier to do And we're also gonna need to be cutting several circles and ovals So you want to make sure the thing you're using is the template will fit inside of your box now before we do that We're gonna poke a couple holes in this box that will be very helpful for our movement mechanism So we need one hole in the center ish On the top of the box. We need our straw to fit into it Now with this hole you want to make sure that it lines up with the other two holes And you'll see why here in just a minute Because it'll help make the whole movement mechanism work better. Get that in there. Yeah, see they line up pretty good Let's test it. Ah looks great All right Now we need to make some circles and some ovals I'm using this cup to trace and for your ovals What I did is I took this plastic cup and I squished it and then you have an oval And you end up meeting three circles and two ovals and the reason you need so many is because With the two that make up the movement mechanism thus ovals and the circles You want to double them up to make them a little bit stronger.  Oh, yeah, I forgot one more circle Okay, now it does circle I'm gonna make our handle which we'll use for the movement And you can see here just get a little hot glue and a short piece of dowel ride And then I'm gonna put another piece of cardboard on the back Which will help keep some of the glue in there and also just make it a little bit more secure Ta-da, sometimes you need a little more hot glue Go for it. You can also do this with tape. You could do that with all kinds of different adhesives Now with the two circles that I glued together You want to put your chopstick into it but not all the way through just sort of on top there And you want to make sure it is as vertical as possible so that it's like a 90 degree angle one thing I did here is that I reinforced the top of the box because that is where a lot of stress is going to be the Chopstick that you see there will be spinning and if we reinforce the top of the box it will work better So if you're gonna reinforce it make sure you check your spacing to make sure that all works out good Okay, now let's put this oval which you could also call a cam wheel onto another dowel rod See that But don't glue that one on because we're gonna need to take it off and on a few times Now I'm gonna put in our reinforcement Get that there Awesome. Yep. Everything seems to work. There we go. That's the basic mechanism right there Okay, it's always important to do testing while you're making stuff like this So you know whether or not you need to make adjustments as you go along So I have a little piece of straw which I'm gonna glue in there and if you're gonna glue something thin like a Plastic straw with hot glue make sure you use a low temperature if your glue going has that kind of setting You don't want to melt the straw Okay, it's all lined up get a little bit of glue on there to keep it in place And this is really gonna help our rocket ship Move in like a predictable way. It won't like flop around too much Okay, now you want to put a rubber band on our oval wheel That'll help gives it some grip. So it'll work better Go put in the top piece first another piece and let's do a test run See it works All right now let's finish this up a little bit. Let's attach our drive wheel Our crank handle to the end of that camshaft We're gonna do the same thing we did before we're gonna Poke a little hole there in the middle. We're gonna add a little hot glue and then We're gonna do another piece of cardboard on the other side to help catch that glue and also help reinforce it I made my rocket ship out of packing foam that I had left over But you could make it out of paper out of cardboard out of a soda bottle You can make it whatever you want. This just happens to be what I had So glue it all together and the only thing is you want it to be able to be attached to your chopstick So there we go sits on top of the chopstick like that now. Let's add in the drive wheel Put the rubber band and let's give it a test There you go spinning rocket ship in space


Hey everybody, I'm Lance Gwakey, and today we're starting a new series in our daily videos. So we've done a hundred on the squats. We've done a hundred on the deadlift. We've done a hundred on pushup or hands down variations. And I'm sure you're wondering why in the world would you make a hundred videos about the same exercise? Well, there's a lot of just little nitpicky things that I like to piece together. I don't want to present this all-encompassing 14 hour long video for you on a single exercise because then you got to kind of scrub through and figure out what's going on. So we break it into chunks that are much more digestible, not only for you, but also for me for producing them. So episode number 301, we are starting the rowing series of exercises. So we're going to begin with one of my favorite, favorite, favorite variations that everyone gets. And that is the three point supported dumbbell row. It's one dumbbell. There's a lot of different modifiers you can use in the name. I call it the three point dumbbell row. Some people, I originally heard it as the lawnmower pole or the lawnmower row. So if that's what you're familiar with, we can go for it. This variation I like to start with because the hand supported down here and the knee bent on the bench takes away a lot of the issues that we frequently encounter with rowing. So rowing is a really complicated movement honestly to get correct because you have to synchronize not only the core stabilization and timing, but also the scapular movement dictates a lot of what the shoulder is doing. So I can do something that kind of looks like a row, but it's pretty bad for my shoulder. It doesn't really take into consideration the scapular movement that helps me get a lot more out of the row and helps me develop upper back muscles so that I look jacked. The bent knee variation just kind of takes your foot out of it, takes one or a couple joints, right? It takes the foot joints out of the way. So now I can start to use, I can really hone in on, this is my pelvis position, I just set that and then I can really focus on the upper body, the rowing movements. The thorax movement. So I've kind of led you through it, but let me walk you through how I coach people on it. So to start, you're gonna grab one dumbbell. You only need one.  This is my coffee table bench. It's not very soft, but it works. Not that I've laid on it, I suppose.  One of the ways that I like to kind of coach the hip position is scoot that foot out a little bit and that helps coach people into loading the side that's on the bench, helps you get weight on the arm, helps you get weight on this leg very importantly and just gives you that feedback so you know that the pelvis is in the right spot where the hip bones are in the right spot. So a couple of different things here. First one is push your neck away from the bench. Second one is tuck your hips. And third one is I want your shoulder or your hip to come up toward the shoulder of that side that's on the bench. So it's just this little side bend or side crunch kind of thing going on, but I want you to make sure that you're driving it from the hip up, not necessarily from the shoulder down because if you do the shoulder down, people tend to over correct or over lateralize. They come over to the left too far. All I want is this subtle little tilt, okay? Now, let's review. Push the neck away, tuck the hips, slight bend and now I feel my ab on this side and that's gonna help secure me so that I can row away from it. Now, as you row, make sure you do not lose the ab because then I start to row with my back and with my hips instead of using my upper body muscles. If you're looking at this from a upper body exercise, upper body development standpoint, you need to make sure that you're securing the lower body first. I made this really long winded video called teaching people how to row, teaching clients how to row. The basic premise and kind of the way that I like to think about this is that any rowing motion is a lower body motion. It is a frontal plane, it is a single leg kind of exercise, right? I need to secure myself down low asymmetrically, you know, over to one side. So that I can dissociate my upper body, so that I can move my upper body, so that I can row and recruit some of those upper back muscles rather than just kind of driving with my back and stabilizing with my back. So the core stuff is really important here. Now, push the neck away, tuck the hips, crunch a little bit to that side and now from here, the fun starts. So once you set that, you got that ab, you're gonna maintain that ab ever so slightly and then you pick up your weight, which is either on the bench or down here on the ground, you make sure you're set up again. Lots of times when people reach down here, their neck comes down and they lose what they had set up by pushing themselves away from the ground. So you gotta review those steps again. Let's take these off before they fall. So, grab the weight and now I let it come all the way down so I get a little stretch in my upper back and then I reverse it. I lead with the shoulder back first and then the elbow follows. Okay, the hand is just kinda hanging here, right? Cause we don't wanna do this thing cause then we're not working with gravity, we need to let it just hang straight down. Kinda like you gotta string through the back of your elbow and that's what's pulling up but you gotta make sure you get the shoulder back. So, stretch at the bottom. Let me find my ab. Stretch at the bottom, lead with the shoulder, elbow follows. Now I'll even break people up into these steps so I'll let people just do this first and maybe I'll move your arm and just crank the shoulder back so I get that nice scapular retraction. Once you get there, then you can let the elbow come up too. Just like that.  I think that's a good way to start by learning it or start learning it but after that, as quickly as possible, you wanna smooth things out. So it's actually a row instead of this robot movement. Okay, holding that setup position is tiring. So the row is absolutely essential but this variation is just the best way to start. There's, it's either this or a suspension row, an inverted row that I'm gonna start people with because they're just the easiest to learn. Sometimes it's easier to learn the two arms because you get to kinda feel that pinch between your shoulder blades but what I notice is that people really mess that up and they push their upper back forward like this. And I don't want that, that's destabilizing that core, that setup that we were already talking about. The nice part about the support is one, the hand helps cue you, helps lift that neck up toward the ceiling so that you don't get that. But also doing one side at a time allows you to kinda feed into some of the rotation. Little bit of shoulder turn is okay. You don't wanna drive it completely with the shoulder and with the back like that. But a little bit is okay and I try to steer people into it because I think it helps you get in a better position but also feel it and feel like you're doing it correctly. So that you guys is my favorite rowing variation, the three point supported dumbbell row with your foot on the ground, your knee on the bench and your hand on the bench.


Today they take on the Granford City side, but have started to hit their stride in the new manager, Mike Hughes. Successful greens for the Bansams at league leaders from his green last Saturday, with Hartley Ball in midweek. They bring that form home here today, where they have lost the launch of four matches, one in six. All head scratcher this home form for Granford City, they win the opening two home games of the season. Two of 16 since, and Mike Hughes starts to put that right. He's looking for them, and you can think here today against the Port Belt side, gunning for the playoffs. Not the strong start. On the edge of the area, the effort comes in, it's just wide of Bassey's goal. They've arrived here, having won their last two, building their step here. They've been rattling the goals in as well, four against Crawley last Saturday, three against Mansfield. In midweek, relaxed, in the Granford City dugout. Mike Hughes-Smith and Wilson. It's the opportunity to advance it. They've moved forwards well, and it draws the free kick. There's a free kick in a decent position here. The Port Belt dropped off the front line, sort of a gap and attacked it from this set-piece situation. Wilson was a scorer. It comes in interesting technique, and no chances taken, tipped over the top. Finally, Bas. Walker's hit, and it was moving awkwardly for the Bradford keeper. Perhaps have had the better of it. Going to run, and a chance here for Port Vale, and it's a long, wide of the far post. Best sight of goal that we've seen so far this afternoon. Eatley worked. Couldn't provide the finish. Some real legs off the Bradford. Portsmouth is running the menace here in this game. And a chance to get a strike away. Deflected, and back off the crossbar. So close to an open-up. Haven't seen too much of Bradford in front of goal so far this afternoon. Eatley found, and was cut. Just peeled wide left, and that could have gone anywhere. Perfectly for Port Vale. He came back off the crossbar. Frustrated. They didn't get themselves in front in that first half of a huge side relief. With their crossbar late on. Bradford coming forward to it. Impossible angle, really. Charging to the box. Played. Just couldn't turn it. Four games away from home for Port Vale. They'll have to put that right to... Push for the playoffs. It's the gap coming into this game today. Sounds like a building. Some momentum. Sprawl back, it's an awful clearance. There's another opportunity here. Fired across goal, and it's turned in. Garrity gives Port Vale the lead. He's amongst the goals right now. Two this time last week in the 4-1 win against Crawley. He's on hand to make the breakthrough here. It's 11th lead goal of the season, but it was a goal that was so avoidable for Bradford City. It felt kindly for Garrity. Doubting that, right place at the right time. Port Vale strike first here this afternoon. A response. It's a pass out of defence. He's possession over. Garrity gets the better of his man. Can he pull it back here? It's a great challenge that comes in. Real opportunity to double the lead there. Garrity knew that he had Wilson to try and kick out. He rolled it back. Just look at that challenge which came in. Brilliant defending. Not just go alone here, Wilson. He does go alone. By two goals to help James Wilson, where he picks up possession. Nothing can't prove that the Bradford City defence has the challenge you have to ask. Not happy. Bass beat him. Port Vale on their way to picking up three valuable points here this afternoon. Some time this will be his first appearance to the 29th of January. It comes off. Only by Sutton. Oh, perhaps. Come back in this game. 20th time to work with. Great deal to do in the Port Vale goal so far. The cross. Comes to him here. Bradford back in it. And it's the substitute. Charles Vanham who strikes. His first goal since November. Just the impact that Mark Hughes wanted from him when he threw him up. Tried to make something happen then the ball came back his way. Huge deflection to take it past Stone. He's game on here. 20th time against Boris Breen and Hartnickle for Bradford. Coming into this game today. Not have a chance here. Not have a real chance here. And it's fired into the side netting. Walker's effort. There were plenty inside this stadium. Who thought that was in to catch out Stone. It is near posed and just put it the wrong side. Thought by folds. Back forwards into the area by Cook. A header well won and it breaks here. Cook can't catch it cleanly and there's still a chance. Port Vale are hanging on now. With the opportunity. Great ball into the box. Look how well this header was won as well. Good clean look at it. And the header up and my but maybe the weight from goal by Hall. Port Vale almost there. It's the full time whistling. Look what it means to the Port Vale players. Bradford. Beating at home again. He has been. Difficult season for them here. But it is a huge win in Port Vale's push for promotion. Then Garretty and James Wilson with the goals. Chokesman came off the bench to pull one back for Bradford.