Welcome you all back to another episode of Human Crimean Architecture here from our coastal cosmopolitan city of Honolulu, Hawaii. And if we can get the first picture up, which is also introducing my co-host, DeSoto. Hi DeSoto. Hello Martin and hello everybody who happens to be watching. And we're gonna look into what today, what do we see? Well we're gonna start out with making some comparisons between yours and my respective cultures. And so we're making reference to German culture and Hawaiian culture. And on the left side of the screen you see this kooky thing which is a envelope that once contained what are called genuine Hawaiian ukulele strings made in Germany. So I don't know how that genuine Hawaiian gets in there, but as we've talked about these these two cultures do have some intermingling. And there's also the fascination that people in a culture have for another culture that they're not part of. So I was always fascinated by Volkswagen's and so I had a Volkswagen Beetle. And you can see me in my Volkswagen Beetle and you can see the fate of my Volkswagen Beetle after it flipped on the freeway in 1978. But we also see a Volkswagen van parked at Kapiolani Park surrounded by hula dancers. So there are those two German and Hawaiian connections right there. Absolutely. And through these objects we're actually able since post-contact to sort of get an appetite for each other even more above and beyond imagination, through tangibility, through things, right? Absolutely. And as we were talking about if you've gone back a hundred years, people in Germany who are fascinated by the Hawaiian islands would never have been able to get here back in those days. But nowadays there is much more of an international connection as we will see as we continue. And never mind it might be slowed down because of the coronavirus. But regardless you see this little map up there that shows you how quick you can actually get from this one side of the world to the other one a minimum of two planes. You go from one from here to the mainland on the west coast and then one more you end up in Frankfurt or in Munich. So let's go to the next slide to talk about how culture informs climate and vice versa. These are images from the top row is you and your skins. You're and we're going to do a show about that topic that's the one we work on for the longest and the bottom is me. And in the middle is the reason why we're both here because some now six years ago I was fairly new to the island. I read in the newspaper on the title page that they're going to air condition all the schools. And I just had to get into no hard wick, our co-green colleague, show colleague. And he said you want to discuss this on camera and I said sure and the rest is history. And so you know here we are as kids and you know within the realm of pedagogues this sort of phase of before school so preschool is the most important right. This is where the foundations for what you become later on as a human being are laid. That's right that's right and we see that you in Germany were in the snow and I had a brief period in the snow as well but most of the time I was in the tropics. But you only had a short period of time in the tropics or a warm time of year in Germany in the temperate climate because as you were just saying to me 60 of the civilizations in the world and the population live in temperate zones 40 in the warm tropical zones. So those two different types of climates really speak to how architecture works and how architects and the people who live in buildings respond to those and that's what we're going to be talking about how your family firm in Germany dealt with the different climates that are necessary and how the schools for example you were talking about preschools how those work when you're dealing with those climates. Absolutely and the bottom right you can see at that short window of season of summer you know two to three months we up on our rented roof terrace here and this is the family firm you see our Father Günther at the bottom riding you see my sister Cynthia you see myself that's how it all started let's go to the next slide and share you know again what we're just talking about if you talk to pedagogues again this is the time that's most influential and we were just talking that while I experienced Sesame Street you were a little too old and the generations today they don't even know that anymore all they know is the iPads and they can watch whatever but then there is a sort of anti-phenomenon of nature deprivation and then the question is how do we move on from there and so next slide we've been talking about this you know here and there making a reference but now we actually want to offer that if some people watching are interested to actually take them there and this would be a trip in the third week of January next year in 21 it includes Martin Luther King days actually would only have to be away for four working days would be an intensive week and what would we visit? Well you would be visiting if I understand correctly the various buildings that have been built by your family firm to spang architectures or architects and we're going to be looking at three of those buildings today they're specifically schools or preschools and you pointed out and I can see what you mean those three skinny pictures at the top of the screen the red the yellow and the black resemble the colors that are used on the German flag except they're in the wrong or the different order and for this particular trip when you said it's going to be in January I said but January is so cold and you pointed out that actually this is a good thing for people from here to go and experience the cold and the snow of that time period to see how these buildings respond to that because that's really crucial in their energy usage. Yeah and next slide here which is the first project we did just before the millennium my oldest son was was basically born already so that informed me as a father to design this typology for my son not directly he went to another preschool but for for peers and so this show here is different than the previous shows we're not going to explain what we see but we actually get you excited about wondering what it is and we're going to talk about for whom this all might be interesting and we're thinking it should be above and beyond architects this here obviously is a model we made and there is a north error at the very bottom right so orientation is really a key and has you know an impact and otherwise we will tell you on the side why the building is positioned the way you see it indicated here and let's move on to the next slide what else do we see well we're seeing a steel structure that's being built but we see very clearly that there's an orientation in the way that the roof is tilted and it's open on one side and obviously i don't know exactly what this building is going to look like when it's finished because i've been there but i know that that's going to be something that is going to be very pertinent and one of the things that we're going to see again and again in this discussion is the necessity for at the certain times of year gathering as much solar energy as possible during the winter capturing that inside to help warm you up and then during the summer there are going to be reasons that it isn't quite as bright on that side but you want to also insulate from the cold wind that's going to be blowing usually from certain directions and we're going to see more of that as we go on and this picture here is it could get structural engineers excited right so why and so in the department of engineering the the civil engineers right so why do you use a certain system here so we will then tell you guys about that when we're there and next slide is how that that got infilled so this is for material scientists or for artists how the surface is you know what what are they meaning what is their sort of strategic implementation in the project next slide you know for cold people this is interesting because that was built at a time when they were discussing either the federal government or the state weren't obligated to adopt what here is the American Disability Act ADA so it opened the opportunity to have this sort of two story experiences in the kindergarten without having to build an elevator and obviously the the cons of that are you know obvious but what could be the pros of that and we would find out when we visited yeah and you know i also will say too as you just mentioned not only are the aesthetics of these materials important but how they perform is important too yeah so you want something that looks appealing you want something that people want to be in as a building but you also are always considering what is this going to do in terms of heating cooling the comfort and the livability of what this is one other aspect is and that's even another code is acoustics because you got this little young screaming voices you know and so you got to keep that within moderation so we will tell you actually interesting details and the top right so what informed that acoustical ceiling there it's not off the shelf that's customized but everything within a very kind of restricted budget because these are public projects yeah and i can also point out too that there are codes for fire and there are codes for evacuation those things come into play too particularly for schools yeah so you as an architect had to take all that into account and we will share that it could be very instructive for potential emerging people so next slide here is this this i was i'm introducing three terms with this slide that you got very excited about and they're they're called ebd evidence-based design lca life cycle assessment and poe post occupancy evaluation and that's terms that americans came up with and basically all means you look at how buildings perform after they have been constructed we're gonna look at that and and what did they do to this wall that gets you excited well i thought this is pretty amusing because as i was saying earlier we've got this connection of germany and the hawaiian islands in various unexpected ways and this is a a mural that was painted on the walls quite sometime after this building was built and this isn't part of the preschool it's part of an area of the of the complex for older kids but it has hawaiian or tropical themes painted on it and it's called the island and so it in addition to the fantasy things of the of the monkey with the key to get into the treasure chest there's also a volcanic island in the background like the hawaiian islands and it's got palm trees and it's got a sunset and all this other stuff germans longing for the tropics the south seas and the hawaiian islands so for that to show up in germany is always very interesting and amusing to me and as you pointed out nobody knew at the time but you as one of the architects we're going to go from germany to a tropical island no yeah so next slide um is the final one of this one uh we actually call this building type what you call the the next stage in sort of the process in schooling the kindergarten we call these preschool ones kindergarten and either way they're close enough but the term that you adopted kindergarten is a german word that you literally adopted so it means you give equal emphasis to the outdoors and the indoors and here's a picture from that sort of official website from the organization that runs the kindergarten we also going to deliver a couple of readings here about peer reuse of the projects don't worry as you said you know several are in english but some are german so we don't require to speak german because i'm going to translate but you could look into one or the other one and spice it up and you know if i can just point out something too when i was in elementary school um i went to classrooms i attended classrooms that were very similar in construction to this that you built but the ones that i was in were from the 1950s and they had a very similar structure and they also each classroom had its own little garden or yard behind it and this was part of a complex that's located at punoho school which has now been demolished but it precedes yours by quite some time but it's got a lot of similarities thank you i take this as a big compliment next slide um again this one was built before the millennium uh we germans weren't quite as strict on uh energy uh performing building performance but by the time we're building this next one here that was 10 years after germans had mandated for many of the municipalities to make these public buildings off the grid we're using the toughest um energy efficiency standard in the world the pacifist standard it means 15 kilowatt hours per square meter per year which for non-scientists means the size of a hairdryer so almost nothing for heating and cooling so this is what you know fascinates you that buildings have to get by in the winter and freaking cold which we might face when we go there in January and how do they do that and we find out once we are there you know real time and experiencing it with all our senses and move on to the next slide um again we we're talking about structure each of these buildings has a different structure intentionally what you know we as as it should be you you basically evaluate what you have done before and then you think you should do it better so this became a light wood frame uh system here all prefabricated and craned in as you can see at this point it's it's a beefed up balloon frame american system that's actually insulated with shredded newspapers with cellar loads and and when i looked at this picture i asked you is there any steel structure inside that and you just said no there isn't i was misled a little bit because there's a girder across the top which is purely there for being able to lift this prefab wall structure in place and something else i think i should bring up which i mentioned to you earlier i asked you about on the six based on the success or the construction of that first school building your firm was then asked to do two more and so that is something that you got into as a little sort of specialty and those are the buildings that we're looking at today that's true next slide shows us the enclosure as you you know again different to here the north side gets hit by the brisk you know winter winds so you got to keep it rather opaque and rather closed you have to work all these systems in so we will deliberate on that and investigate in that let's go to the next slide and then to the other side to the south you open it to the max but have to put glazed in different than here because you can't have that heat escape but it's basically as we talked the educational process it's obviously also for the interest of interest for the department of education for example for the college of education for educators because how does it inform how does sort of space like that inform the upbringing of of kids and in this case i've been sharing with you that the kids actually go home and educate their parents so a reverse way and it usually is because they point out to that most likely what a radiant furnace they have in front of the window and ask their parents what is that and the parents say well it's a furnace and they said well we don't need that and why don't they well two things one because you've got these big open windows to gather the sunlight when it's coming through and you also have all the people inside it because all of us human beings are always giving off heat so we heat our environment as well as the sun heating our environment so you can capture all that heat and one thing that also really strikes me is the difference between classrooms of the early 20th century versus something like this classrooms traditionally were always closed off you didn't want kids looking outside being distracted and of course they didn't have the capacity technologically to do that so you had small windows because everybody's got to be focused on learning and the teacher this is a different situation in which as you were saying you want the outside to be part of the learning experience yeah and there are certain things we can where we travel we can literally sort of adopt and use for us for example here that the green that's on the trees which over there is deciduous so it's only on there in the summertime but here it's on the trees all the time you can really use that as effective shading right yes to keep the space cool which we need all the time because the big problem is that schools tend to overheat so use the natural the best sort of shading and the cheapest is trees and next slide we also then will visit it from the inside obviously and we'll look again how does it wear and tear how does it work how are the surfaces basically a background a backdrop for what should be the emphasis on the daily basis which is the expression of the children and here is two visitors that we're going to explain who they were in a little bit and in the middle is the director of the school Mrs. Savitsa so she will be with us and explain it from her point of view which might be slightly different than ours yeah actually yeah of course next slide is the final one so this is a condition here again that we never have here where the leaves are off the tree we will find that condition over there maybe we find snow which we see in a little bit with the last project and you see how that sort of sun is basically helping or majorly sort of heating the building in the in the winter time again a couple of readings assigned at the very top and we move on to the next slide the third project is some years after that where we're asked to do another a passive house building for one of Germany's oldest universities in Göttingen and this project we've been sort of referencing to here and there and shows this is sort of sculptured out of the topography of that specific almost botanical arboreum garden of the university and next slide it's showing us again another tectonic again for the structural engineers for the civil engineers first was in steel second one was in wood frame this is in prefab concrete or prefabricated direct similarity to great specific rock and mountain precast we have here on the island which we always say for the projects we imagine and envision they would provide the technology right yeah yeah so next slide we will bring plans so we will we can read you know and learn about the comprehensiveness of all the parts and pieces and components and how they all come together and the different disciplines as we've been talking of we want this to be interdisciplinary break outside of our architectural ivory tower and and simulate and tour as we as you want would work on these projects as we worked on this project because we needed a structural engineer we needed a mechanical engineer we had a passive house consultant we had a landscape architect so we're going to talk about these sort of collaborative nature of these interdisciplinary interactions that only if you do that you can achieve results like that you know and i think the other thing that we can mention is you just said earlier how does it actually work in practice because talking to the the head of the school is going to tell you you know this works well this doesn't we need more space here we need more storage space this whatever those things are that's where you're going to hear despite just your concepts beforehand yeah what did it actually turn into exactly yeah next slide and that's the condition we might hit right because in January there's no winter this year but there might be one and so we will see i mean you said you know the kids can only use their outdoor classroom a little bit but they do when they go out but then when it gets to cold they go inside so the picture on the left is when we had three weeks of lizards and no sun so how in the world can you make this happen that without heating or with only natural heating as the 40 kids being little furnaces and then the sun that isn't even there for three weeks how can that happen that you get it that cozy and comfortably behind like this little cuddling corner they created themselves with these cushions right and i think too that again technologically one of the ways you do that is by having multiple panes of glass yeah we don't really have to do that here but in cold climates you need the insulation of of air between two panes or three sometimes pieces of glass and that's one of the ways you can have snow on the outside but not be frozen on the inside and the condition we always have next slide we have there too we want to experience that at that time we have to come at another time we're experiencing that where the same structure has to keep out the sun but to keep the view as achieved in this case next slide um there is a landscape arc aspect here as well in a very particular way what's that one well this building although it immediately apparent is actually built partly underground so it was built on a hill it's built on a slope it's gone it's sort of carved out of the hill and then it's got a berm on top of it with a totally green roof and we talk about green roofs as being something that we desire because you've got plants living on the roof that are transpiring and doing good things well that's what this building is it's almost entirely a green roofed building so that way again this should appeal to the landscape architects we have a new landscape program so they can see firsthand this is an intensive green roof that's different to an extensive and we will make that comparison of that distinction and next slide um again we have tested this this is uh Chris Chiqueta who had we had him on a show that was called Jungleism some uh many shows ago and and Siraj Sharif here who were coming on their initiative when they were doing the Copenhagen and they said Martin we want to finally see what you've been talking about here and then we want to check it out so here's Mr. Savitsa the director so again that was fun and they liked it so we thought we offer this in a more formal way next slide and we will move on to the the big city one over and that is Hamburg it's only an hour train right away and there's a lot to learn from there we did a show in the in a preview we did one episode in the previous show that was called urban transcendence and we call this one here Hamburg's Harbour City Germany's Kakaako or you know or similar and and there's a peer from my prairie days in Nebraska Annetta who did the same exchange I did a year after me and she's been part of that development and there's a lot to learn from there what to do better and you know as far as school there's a very urban school we know that the Department of Education want to implement something like that now do an urban school in Kakaako so this is a place where we can learn from that because it's already been implemented you see that big cruise ship there we did one show about we called it horizontal high rises right and now they're you know in the spotlight of the corona containing quarantining you know this is the the new the the the redux of the Queen Mary that goes straight to a New York City and they're always docks there and what impact that has on that building next to it we will then talk about what we're there amongst other things right yeah and there's a very interesting story as to how many cities in the world which are port cities have had to redevelop large areas because once container shipping came in their previous dock facilities became obsolete so all of those areas are ripe for redevelopment and they're being redeveloped in a lot of different places yeah and last slide here what is the final deliverable of the course well one of the final deliverables is going to be if i'm correct a think tech show or at least a think tech like show and it's going to do a video production is that right that's what what our you know founding uncle j encouraged us he said why don't you let the students do one of course we will tutor them and train them because we've been doing it for a while so that would be then very attractive maybe to the College of Communication of Journalism oh yeah how do you sort of wrap up things and basically portray and communicate the learning outcome of this week to then be always and forever YouTube and available and you can show and share to your peers and later on to your children and grandchildren so with that hopefully we get you excited to join us it's going to happen in January again next year sign up early first come first serve and we will offer if you can't make it for this one maybe for you know filled up already we're going to have some alternatives for you we're going to have four more study trips planned for different typologies that our firm has case studied so stay tuned for that we're going to talk about them next in the next three shows so hopefully you the solo then will join us for one on the other and i think i'll go to one of the ones that's happening in a warmer time all right here than january oh we can do april because april is probably okay likely and yeah that's a that's a show that you will like as well that has a lot to do and we don't tell you guys yet you gotta tune in again so until then hope we see you again and stay tropically exotic and also temporarily interested because again um saying that some of our brightest emerging talents might not want to or can stay on the island they might need to work somewhere else and as you pointed out 60 of the world climates and culture are likewise the one we're going to talk about so this might help you out in your career anyways so i'll see you next week for another episode of human human architecture and we give you a little hint we're going to continue a little bit in this sort of realm and talk about extended education and until then bye


Hello and welcome to today's webinar, How to Make Virtual Mentoring Work. My name is Sarah, I'm from Redback Conference Inn and I will be your facilitator for today's session. So let's get started. I would like to welcome our presenters for today. We have with us Alex Richardson and Melissa Richardson from Horizons Unlimited. How are you both today? Well thanks Sarah. Excellent. Great to have you here with us today and to talk about virtual mentoring which is something that I think everyone is really excited to know more about. So I'd like to start with you Melissa. Firstly, can you give us a brief overview of what we will be exploring today within the webinar? Sure. So what we'll be looking at today is just some background. It's a short session. We'd love to share with you as much as we can about running virtual mentoring programs. We've been doing this now for some years and we know that they can be highly effective but with good design they can work without good design and planning they can fall very much on their face. So today we're going to cover some of the key design principles. So how to avoid some of the pitfalls that you can run into when there's no face to face. We'll talk a little bit about some of the new technologies which is really exciting. These technologies enable programs to run virtually and open it up to way more people than could have access before. And also we'll talk a little bit about one particular case study but we'll probably refer to a couple as we go. So let's talk about mentoring first up. So why would your organizations want to get involved in mentoring at all? And we know from the research there's many, many benefits that have been found in running mentoring programs. One is employee retention. People that are mentored tend to have much higher likelihood of staying in an organization where they have a mentor. They're more highly engaged. It can assist with helping employees be more mobile across different parts of an organization. It helps develop capability, particularly of mentors if they're getting good training. And it allows some of the intergenerational learning to happen. So we know that we have a very big baby boomer section of our workplace and this mentoring is a fantastic way to hand some of the learning on from one generation to another. How do you make mentoring work if you have a very highly dispersed workforce? And one thing we know is that people often, the ones that need it the most, often don't have access to good mentors. And we've very deliberately chosen this picture for this slide because this is an example of one of the programs that we've run, which I'll be talking about later, where women working on remote mining sites were not able to access good mentors. So how do you make it work? Let's talk a little bit though about virtual mentoring and what it is to start with. So you'll see if you look again in the research literature, it's given lots of different names from e-mentoring to distance mentoring, online. Really what we're talking about here is virtual mentoring is a mentoring relationship that transpires outside of the normal face-to-face using a range of communication modalities. So virtual mentoring is basically any kind of mentoring that happens when it's not face-to-face. Now again from the literature, what are the benefits? First of all, and some of this is from the research and some of it's from our own experience. So it makes sense that when you run mentoring online or virtually, it makes it accessible to people anywhere so they can be in any location but also any time. So if you have people working on complex rosters or different shifts with the use of email, it means people can actually talk to one another in any time zone. It also allows you to match people up across different geographies and different time zones. It's convenient. You don't have to go to a location to meet with your partner and it can be quick. So if you actually have a meeting, you tend to think, well, we've got to sit down and have at least an hour conversation but sometimes you don't need an hour. So mentoring can be quite quick. It can be a 20-minute phone call. We also know from the research that sometimes barriers like age or gender or social status get in the way of mentoring relationships. And one of the interesting findings is with virtual or online mentoring, those barriers have a diminished effect. So that's a good thing and it opens up the pool a little bit more. Online access to information and resources is what people want these days. They don't want to be sent paper information. They want to be able to download it easily online. We also know that communication media like email because it's asynchronous. It happens at different times. It allows both mentee and mentor a bit more time to think. So doing it this way widens the pool of who can participate. It also reduces costs because you're not having to maybe host people at events and provide them with catering or have room or venue costs. Some of the disadvantages are and we've discovered these ourselves in running different programs. It can be very hard to train some of the interpersonal skills that mentors and mentees need online. And that's why we've moved from doing training by webinar to what we think is better quality, which is e-learning. And I'll talk a little bit about that later. One of the things we know is that working via Skype or telephone or email, people may find it harder to build the relationship. So there's a bit more work required of both the mentor and the mentee in order to build that up and get that rapport happening at the beginning. Another point is mentors actually perform a large number of roles within a mentoring relationship and it's very difficult for a mentor to be actually able to role model behavior or ways of being or doing with their mentees if they're not face to face. And another technique that's used when you can meet is shadowing. So being able to follow the mentor around and actually see what they're doing, that's very difficult to do. Another potential disadvantage is there may be generational differences in comfort with technology. I think from our experience, it's not just generational differences actually. We find different people have different levels of comfort. And so if you want to generalize, the younger generation seem to be more comfortable with virtual relationships than maybe some of the older generations. One thing also to take account of is the accessibility of your participants and the quality of the connection. If they don't have good broadband, then it can be difficult to connect with people by webinar or web conference. And certainly if you're rolling out online training, it's difficult if they can't get online. And another potential disadvantage is reduced commitment and persistence. So it would appear that it's a little bit easier to walk away from an online relationship or a virtual relationship than it is from a face to face one. And so people may drop out a little bit more readily and that's something you need to take account of. So that's a bit of an overview of virtual mentoring and some of the potential advantages and disadvantages. Thanks so much for that, Melissa. And we can see Sam as well. They actually do have at Enterprising Partnerships a mentoring program and it's not within the organization, but they provide it for participants in their IGEN, which is an innovation generation program. So great to see that some people out there are already taking part in these programs. Now, Alex, I just want to hand over to you now because we've discussed the advantages, disadvantages, and why virtual mentoring does work. In terms of technologies which we've touched on, what sort of technologies do you need to enable a virtual mentoring program? Because obviously we need something to communicate with people, don't we? That's correct, Sarah. Thank you. I'd like to start off by saying Melissa touched on it herself, but the invent of Skype and phone calls and FaceTime, email, SMS, Internet and so on has made it very accessible for people to actually connect from distances. So the ability for people to connect interstate or even across borders into different countries is amazing and that has really allowed virtual mentoring to take shape and to start to become accessible to organizations into different programs that are being run. So I'll first touch on some web conferencing tools. So in our programs, we tend to run three events during the actual program. So we run a program intro, we run a mid-program review, and we run a program close, and the point of those are to have some high-touch points with the participants of the mentoring program. Now, if you were to be a localized mentoring program, you could run those as local events, however it's becoming more and more necessary as people start to expand their mentoring programs to a virtual mentoring program to run those via web conferencing tools, for example, like what we're using today with Redback. The big benefits of running them via web conferencing is obviously the dispersed geography of them. It's also the ability to record the actual webinar itself. And the big benefit to that is we're actually able to send the program intro, the mid-program review, or the close to the participants at a later date, and they can actually attend that without having been there on the day. The huge benefit of that is if somebody's not available to come, there might be family emergencies or work emergencies. They are able to actually not attend and then come back later. The other benefit of web conferencing tools are basic polling. So what we often use it, for example, in the program intro, if the program's already run out prior to the program intro, we'll actually ask people, have you met with your mentee or have you met with your mentor? Have you started to develop that relationship and how's it going? The mid-program review is great for that. And then getting feedback about the actual relationship and the span of the relationship at the program close as well is a great option. And web conferencing gives you that power. The other thing is we tend to segment those events. So we segment those events for either mentors or mentees. And the beauty of that is the web conferencing allows for that very cleanly. You're able to get the mentors in one place and the mentees in one place. And they're able to actually interact via the web conferencing tools. So the chat boxes that you guys are using today, or we're able to open up to the floor. And people are actually able to give feedback from one mentor to another mentor on a specific issue they might be facing. So they might say, look, I'm finding it really difficult to engage with my mentee. I'm really finding it difficult to start the actual relationship. And that might be in the program intro. And then another mentor will say, well, hey, guess what? I tried this. And that really worked for me. And that's a really good feedback loop there. So yes, some points that are on the slide is it helps you run the program events for geographically dispersed audience, as we mentioned, the real-time feedback or polling, and then the peer collaboration, as we mentioned. So the other thing I'd like to touch on today is online training. So there's a few different options of online training. And when we talk about training, we're talking about training your mentors and mentees on how to be in a mentoring relationship. Now, we've done some research with Professor David Clutterbuck, one of our colleagues in the UK. And we've found that one in three mentoring relationships will succeed when you don't train either the mentor or the mentee, which we perceive to be an unacceptable rate. If you train the mentor alone, you actually get two in three success rate. And then if you train both the mentor and the mentee, you get above 90% success rate generally. So the few options that we have for online training in order to deliver it is you can engage an external trainer. And that's when web conferencing comes into play. We can get that with an experienced trainer you can hire on board and get them to run your web conferencing. They then can run your program intro, your program review, your clothes. But they can also help you run specific training sessions on how to be a good mentor, how to listen, how to question, how to challenge, how to do some of these soft skills that a mentor should be really good at. Outlining the differences, for example, as well is great for you're not a coach.  You should be listening. You should be giving feedback and so on. The second point that's up there is our online training that we've developed. And there's a few options out there. We'd like to think that ours is at the forefront of quality, which is online training, e-learning training. And we've developed a course around, it's got 26 videos in it for the mentor version, for example. And it basically runs you through the beginning of how can you actually engage in a relationship, how do you set goals, how do you prepare yourself for the meetings. It's got a whole lot of interactive PDFs. And basically the big benefit of online training from that point of view, from e-learning point of view, is it's accessible at any time. It means that the mentor or the mentee can really take their time to take the course. They can go away. They can come back and re-engage at any point in time. And the third option that I'd like to point out is also e-books and guides. So I mentioned earlier Professor David Clutterbuck. But there are many e-books and e-guides out there on how to be a good mentor or how to be a good mentee. And those are readily accessible across the web. So the big benefits of online training are obviously the geographic spread. You're able to engage a lot of your mentors and mentees, even if they're not in the one location. Time constraints. So if your mentors and mentees aren't able to make a web conference or a specific event, you can actually have them do the online training at any point in time. E-books or guides or whatever it is. Budget restrictions.  You're not needing catering and all of that kind of stuff. You're literally just giving them the online training. Engaging content. This is a big one, I believe. If you've got some really good engaging content, you can really get the point across on how to be a great mentor or how to be a great mentee. And you can properly support your mentors and mentees through that experience. Data access is another big one. So you can include your actual online training within the participant's CPD or employee skills for further engagement and further, I suppose, moving forward within the organization and moving up the ranks, I guess. So moving on to the next thing I'd like to talk about is online administration platforms. So I suppose the first thing I should talk about is what are they and what are the benefits of them? So an online administration platform is supposed to take a lot of the work that you would be doing in the admin and automate a lot of that. So stuff like application forms, stuff like surveying your participants, stuff like regular connection communications, so on. There is an event on this day, or don't forget to do your goal setting with your mentor or your mentee. And the big benefits of an online admin platform is it can seriously cut down the time it takes to run a mentoring program. We find that they're very useful and they're very effective as well. You're able to mine a lot of data, so you're able to find out how often your mentor or your mentee are connecting, are they doing their online training, are they engaging on surveys, are they having any problems in their mentoring relationship? You can gauge that early and make sure that you get on top of it, make a phone call and say, hey, what's going on? How can we support you? How can we help you? So the choices of what you're going to use, and we've got a couple of examples up on the slide. There's Cronus, there's Mutual Force, there's Mentor Loop, which is a Melbourne-based company. There's Coaching Cloud in the UK. Now the choice depends on what you need to do and the program design itself. The costs range anywhere from $5,000 to well over $30,000 depending on how you're using it and what you're using it for, and the key benefits are the online applications, the automated matching. That's one I didn't mention. You've got a lot of bulk matching and algorithms that you can have within these platforms to help you match and make the matching process a lot easier for you, automated emails and communications, and then the resources access, so the ability to give them their guides and their online training. So that wraps up the technology side of things for mentoring and how to run it in a virtual mentoring program. Great, thank you. Now we have a few questions coming through and some of them I'll get to at the end because I really want to get into this next part. But just on this slide here, Alex, have you looked at Civic Core or Mental Core? Have you heard of Mental Track in Australia? Any of those? Yes, so we're actually talking with Mental Core at the moment. We like to collaborate with as many of these online admin platforms as possible. Mental Core is great. They've got a real focus up until this point on, I suppose, youth mentoring. They really focus on the educational side of organizations, but they're quickly moving into the corporate fields and the association or membership organization fields as well. So yeah, Mental Core is definitely a viable option. As far as I understand at the moment, they don't have automated matching inside their platform, but that's on the cards in the future soon. I see also Sam as mentioned, Mental Track is also in Australia and I've actually, I've never heard of them. I'll have to go and look them up. Thanks for pointing that out, Sam. All learning today. Yeah, that's right. There are so many different technologies that are emerging in all fields, but especially in the mentoring field, it's something that's growing. And we believe it's a really important thing for the future, especially the virtual mentoring, I suppose, structure. And these online admin platforms play a big part in that. Now we've gone through this, and this is all fantastic, but let's get some stories from people who have done it before and we've seen work. So I believe we're going to delve into a case study now. Is that correct, Melissa? It is. We're going to talk about a program, and I mentioned before, that one of, I think, the best case studies, and in fact, Australia has actually showcased this at a global women's summit just in May as Australia's best example of running programs like this. So this is a program rolled out by the Australian Women and Resources Alliance, which is part of AMA, an association for companies in the mining and metal sector, so in the resource industry. So at that point, when we got involved, the organisation was looking to roll out a nine-month program for women in remote locations. It had to be virtual because people were too far away to come into a city location. Since the first rollout, we've actually rolled out 15 cohorts and over 200 people participating from all parts of Australia and even beyond Australia. The program admin we used was the Cronus platform. We were already familiar with that platform, but our client had decided to use it after a bit of a search and looking at which one would work for them. Initially, we did the training by webinar. We weren't very happy with how that was going, and so we switched over last year to our online training. The pairs we know because we've surveyed them and we've asked how are they connecting, mostly they're connecting by phone or by Skype or by email, and actually most of them are using a combination of those things. So the way it works is people apply, they have their applications, they can actually go on to the Cronus platform, they upload their profile, they are then matched by the program administration, put into a cohort according to when they can participate and whether there's an appropriate match for them because one thing we're really interested in is we really make a great deal of emphasis about is you don't match people for the sake of having a match, you have to be careful that they are going to be suitable mentoring partners for one another. And then we have a progress review by webinar as well, so halfway through at about four months, we get people back online participating, we do a mentee group and a mentor group. So the mentees can talk about how they're going with their mentors, are they having troubles with goal setting, which is typically a problem that mentees struggle with, they put themselves in a program and they're not quite sure what to focus on with the help of their mentor. And with the mentors, we can troubleshoot, so it gives us an opportunity to deal with any particular issues that come up for the mentors, anything they're struggling with their mentees. So if we look at the results, we track at two points, at the halfway, well there's three points now actually, at the halfway point we do a survey at the end and now we're actually going back to the participants one year on, which is really interesting, so we have a bit of a longitudinal study going on now. So these are some of the results, 87% of the mentees said they'd achieved the goals they set for themselves. I think this is really good, almost a third rated the mentoring experience is one of the best things I've done, I think it was another nearly two thirds rated it as quite a good experience. So we're getting a very, very high satisfaction rate and certainly as high as you would expect with a face to face program. So I think this is a great demonstration that virtual programs can actually be very, very effective. We've just got our first round of research back from people who participated a year and a half ago. 83% of the people who responded to the survey were still in contact with their mentors. So again, that's very much in line with the kind of results that we would expect. So some of the changes that we made along the way were dealing with one of the issues that came up after about the first year, we did a big review and looked at how could we change things and improve things. We weren't happy with the dropout rate, we had about 30% of them and was the mentees that were dropping out, not the mentors. And we wanted to address that and so a couple of changes that we made seem to have done that. So we've really halved that dropout rate which is fantastic and now that's a kind of acceptable level. One thing that was added was a pre-matching video. So they actually made it compulsory for people who were going to apply as mentees to actually watch quite a short video, I think it's about 15, 20 minutes. And it really does set expectations for people that are going to participate.  So I think that's made a big difference. I actually also think that a better quality of training has contributed to that. So that's one case study. I think it's a great example. Together with Amma, with our client, we've been able to make some changes, do some learning and I think we've got pretty much a best practice model worked out there now. One of the things I'd also like to mention about that program is because they're running some virtual mentoring programs and they've got quite a large span across audience of participants. They're able to look into things like government funding and sponsorships in order to help them run their virtual mentoring programs and to fund their mentoring programs. Often membership organizations have got an audience of participants that are relevant to sponsorship or government funding models. And in fact, I can see we've got Gina Mabwish who's on the line. She was actually the client that we worked with at Amma right at the beginning. If you wanna know how to get government funding, Gina's the woman for you. Being in contact with her, she's awesome. She knows how to do that. And in fact, this is now funded for the next two years. So the government's been pretty happy with the results obviously. They keep putting money into it. Gina's saying ha ha, but anyway. Some great results there. Thank you and thank you Gina for your comments as well. So you mentioned the drop-off rate as being one of the issues that you experienced and had to change in this case, in particular. What other obstacles may co-ordinators come up against when designing or running a program? What should we be wearing? Look, I'm gonna cover first the pitfalls in any mentoring program and then really talk about what's particular for a virtual program. We find, these are the most common. So insufficient planning and preparation. A lot of people think mentoring is easy. Well actually it is easy if you know what you're doing. And provided you do some planning and preparation, hopefully you'll get a good program design. Don't underestimate how long it is. So some people, to prepare, some people say we wanna launch it next month. Well actually that's completely unrealistic. The next issue is poor selection and matching. So as I said, people can put themselves in a program, not quite sure, be sure how they get there. And so they're not the right people. So the more you can communicate to people about who should be in this kind of program, what's the typical profile of a mentee for whom this program would be effective. And then the matching is very critical as well. So if you're using an online platform which has some kind of automated matching, ask carefully how their matching algorithm works because again with the case study I mentioned before, that was another thing we had to fine tune as we went. We had to change some of the matching algorithm. Another issue is leaving mentors on the bench for too long.  Not defining adequately the roles and boundaries for both the mentor and the mentee is a critical issue. Not having people be in the program as volunteers is also a critical issue. People, it's no good mandating people into mentoring. The relationships really don't flourish. Underinvestment is a big issue. And particularly in having a dedicated program manager and adequate education for stakeholders. Now when I say a dedicated program manager, it doesn't have to be a full-time job for somebody, but it can be maybe a quarter or a third of someone's job. And so somebody needs to put the time and resources in. Another issue is raising false expectations. So particularly in in-company programs, people think, oh, if I go in this mentoring program, maybe I'll get promoted. So you have to be sure that people have realistic expectations. And you need to also make sure that the context for mentoring is certain and that everybody understands what the outcomes are going to be and how they're going to be measured. So that's really what's relevant for any kind of mentoring. The next slide is really about, so what's different about the virtual mentoring? We actually think that the program admin requirement is actually much higher with a virtual program. We think you need greater structure when there's very little or no face-to-face interaction. And I mean, not just little face-to-face between the mentor and the mentee, but not much opportunity for the program administrators to actually meet with people and talk directly. You need more follow-up, otherwise you just have to accept you'll have a high dropout rate. And you need to communicate often. So again, we've gone to the research on running virtual teams. And we know that with virtual teams, there's a requirement to communicate more often than with face-to-face teams. So that seems relevant to us. So when I say more often, at least every couple of weeks, I've talked about the online matching algorithm, so I won't cover that again. Obviously we think if you can have good online training that people can complete in their own time, that's the best. If you can give people access to demonstrations, show people how to do a mentoring conversation, have interviews with people who've participated, people really learn by seeing how it's done, give them lots of how-to documents, but mostly we're finding people want to watch videos and not actually read documents. That seems to be the trend. So those would be our top tips. Great. And obviously with anything new that comes out, people are always looking to self-serve. Now, I know there are a few self-serving platforms emerging at the moment. Can you talk a little bit about the advantages and the disadvantages of this style of setup just to give people an overview? Sure, let's talk about self-serve. So self-serve is really emerging and I might relate it to peer mentoring, for example. Now, peer mentoring up until this point has been a very ad hoc and often can be a lot like speed dating. You put a whole bunch of mentors and mentees into a room and you give them five minutes until the bell rings and then they have to move on and talk to the next mentor and develop meaningful relationships in five minutes. Now, in our experience, that kind of mentoring doesn't work, but what does work and what the future really can start to look like is mentoring and mentors being available when specific people need them. So platforms such as Cronus and there's a few other platforms which we can share with you at a later date. We're often sending stuff out in our newsletters as well so definitely sign up to that if you want to learn a bit more. But a lot of these platforms are starting to tackle that issue and tackle that idea. The idea of being able to reach out to a mentor when you need it. The idea of being able to say, I really need a mentor or someone to see me through this specific technical issue or this specific leadership problem and so on. I want to self-serve myself. Now, on top of that as well, people are able to build long-term relationships out of those mentoring self-serve programs and self-serve platforms. There's no reason why they can't connect with somebody, find that they click with their mentor and then continue on with the relationship down the track. So I'll talk a bit about the advantages of running a self-serve program. And we're more talking about a structured virtual program today so I'll keep it quick. The advantages are it can be cheap to run or cheaper to run depending on the amount of participants that you have or the amount of people within your organization that you've got. The mentee empowerment and choice of the mentor is definitely an advantage. They're able to go in and feel like they're really choosing their mentor and connecting with them purposefully. It's good for knowledge transfer so the ability to look for a specific technique or a specific soft skill that you need to learn quickly and for you to reach out and grab it quickly and short-term need as well is the same thing. Disadvantages, there may not be suitable for longer relationship-based mentoring which we really believe is a really big advantage to these long-term virtual programs and often we would suggest that you run a self-serve concurrently with a virtual mentoring program and the big benefit of that is you build relationships and the style of communication with your mentor changes over that time. So it goes from the basic goal setting into more deeper thinking about your career and the future of things. Most often do not get traction. It depends on the way that it's set up and the actual culture of the organization itself but that's generally true. And then rely on participants accessing resources that they need, how to choose a mentor and how to get the most from the relationship. So if it's self-service, it's often just in time stuff that often they're not feeling like they need as much training or they don't engage as much in the content of how to be in a good mentoring relationship. So self-service often has a higher dropout rate or a lesser success rate. Great. Now we're going to go into some questions now because there have been some great ones that have come through and I've also just launched a survey because we'd love to hear your feedback on today's event and also just let us know if you want to find out some more information from both Melissa and Alex and we can go from there. But first of all for Marrakaya, so at what point participant number wise do you think that the investment in online platform actually pays for itself? Hi Marrakay. So the point at which an online platform really pays for itself depends on I suppose the size of the mentoring program that you're running, how many participants you have, but it also depends on how much administration time you're pouring into it. The main benefit of an online platform is to save you time and therefore money in the long run. Now these platforms can often be quite expensive but if you roll out in the right way and you have your communications dealt with and the surveys dealt with and you're running it and you're learning how the admin platform can actually save you time, it can save you money at the end of the day as well. And we've had experience of people running 20 pairs and saving money on that themselves. We've had experience of people running 50 or 100 pairs and that having the same effect. Yeah, if I can just add, I think once you get over about 25 pairs so you're dealing with 50 people and more, matching by hand becomes incredibly laborious.  It's way quicker. So we're working for example with the Law Society of New South Wales at the moment. They run a program for young lawyers which has 100 pairs, we're just launching it at the moment on the Cronus platform. They were doing this by hand for the last several years and it was taking them days and spreadsheets, pasted it around every wall of a room. I think they've got it down to about six hours, Alex. Is that what, yeah. So I think over 25 pairs, matching by hand can get pretty onerous. Great. And another question, while we're just doing these questions, I've just brought up another slide as well which is there's a link there to the e-guide which is from you guys. Do you just wanna explain that a little bit? What that about? Yeah, so that's a really quick guide, you know, a quick five minute read on mentoring program design and some best practices in there. If you go to that link, it asks you to fill out a form. That also puts you into our newsletter as well. So you'll receive some of our research. We only send out newsletters about once a month so it won't clutter your inbox, I promise. Great. And Amelia asks, she's also asked, so Melissa, you briefly explained when we're going through the pitfalls about, you mentioned to communicate often but not more than once per month. Can you elaborate on that? Yeah, so I think the best is every couple of weeks that the participants in a virtual program receive some kind of communication. Usually it's just an email. It might be a little tip for mentors. Some of the things we send out are things like using storytelling and anecdotes. Or it might be a little reminder, by now you should have set your goals or have you done your online training. So that's what I mean by some touch points. I think if it goes for more than a month, you just need to help the pairs keep their momentum going. So again, another question people ask is how often should a mentor and mentee meet? Which is probably anywhere between every two weeks and four weeks. So it kind of fits in with that cycle. If you're pestering them a couple of times a week, then they're just going to get annoyed. Yeah. The other thing is that the resources can slip through the cracks. So if you're overcluttering their inbox, often the online training will slip through the cracks and you'll have to follow up. Or the mentoring agreement, for example, will slip through the cracks. It's important for those resources to really hit home and do the job that they're meant to do. Great. And Janet has asked, so from your experience, are some mentors also sourced from outside a company? So perhaps within the same industry? Is that quite common? I think that's a great question. I haven't actually seen, and Melissa might be able to expand on that, that actually happening, but I'd say it would be very possible for you to reach out, for example, to industry associations and say, hey, we're looking for mentors. Do you have any people that you can suggest to mentor our people from external companies? Often that can be a great thing because there's the issue of mentoring within a company and I suppose the confidentiality side of things and the idea of what will the actual manager say and will that have any effect on their employment in the future? So often sourcing from outside a company can be great. Yeah, this is really the role for professional and industry associations. So I think the question may be referred to the Aura program. They were people matched up with people from other companies and I think what was great in that, we had people from BHP matched up with people from Rio Tinto. I'm just using that as an example. So people are often able to overcome some of the issues that you might have with having a conversation with a competitor because it's really about the individual in their career, not about the company and confidentiality when you're doing intercompany mentoring is really important. Excellent. So we're just towards the end now but anyone can contact the both of you if they have any questions after this event. Great and we'll provide some of the, all of the contact details for Alex and Melissa in the follow-up email along with the recording. Now just put the slide up here on key messages. So I hand it over to you both to wrap it up and just explain the key messages and what people should really take away from today's session. Yeah, look, I mean there's so many principles but I suppose the key one is plan, plan, plan. Before you even start, really think through what is our program purpose? How are we going to do this? Give yourself a good amount of time to plan for it. Make sure you have the right level of structure and support, too much structure and people can feel constrained but not enough structure, your program just will fall over. That's often when people call us in, when they've got it wrong and they need some help. Don't under-invest. If you're running an association program, go look for sponsors or government funding. If you're doing this in a company, make sure you've got some champions within your organization to put some money into this. And virtual programs do need love. You can't just launch a program online and then not nurture it and love it. You still need to kind of nurture it along. So those would be our key messages we'd like to leave you with today. Yeah, I guess connect with us. Feel free to reach out at any point and it looks like you're all connecting with each other on the chat box as well which is great to see. But yeah, feel free to reach out. Even, we're always here to talk about mentoring and we love mentoring. That's what we do first and foremost. So we love to hear about anything that you guys are up to and if there's any way in which we can help, we're always a funk all the way to have a listen and to give some feedback. Thank you. And thank you everyone for joining today. It's been a very, very inspiring session and I hope you've all taken a few things on board that you can take on and maybe transfer throughout your entire organization. So on behalf of Redback, a huge thank you to both Melissa and Alex. You've been amazing presenters today and like I said, keep a lookout for that recording which should arrive in your inboxes within the next 48 hours. Enjoy the rest of your Tuesday and we hope to see you at future Redback events. Thanks everyone. Bye for now.


Now we want to think about period end adjustments and the concept, the overview, why we might do period end adjustments or adjusting entries, when we might do them, how we might structure doing them and which accounts might need some adjusting entries. So the adjusting entry process is typically done at the end of the month or the end of the year and it's done to make the financial statements be more closely aligned to the accounting method that is used in use. That's often going to be when you learn it in like accounting courses, the accrual accounting method.  You might have an tax-based method, you might have it even on a cash-based method and even then you might still have some adjusting entries that need to be done. Now note, adjusting entries, if you learn it in a book scenario in a classroom, you're often going to hear them being applied at the end of a month, for example, each month. But in practice for small businesses, you might do the adjusting entries on a yearly basis so that you get your financial statements lined up as best you can for the use that you might have for them, which is going to be the taxes in the United States. So that's going to be the general idea. So what we would like to do is think of a delineation in our mind between the bookkeeping or accounting process and the adjusting process that's going to be done at the end of the period. They might be done by the same person, but it's useful to keep those two things separate and oftentimes they're done by different departments or different people altogether such as the bookkeeping or yourself or the accounting department versus the CPA for example or tax preparer that's going to be doing adjusting entries possibly at the end of the year. The adjusting entries are the things that we have been doing to construct the financial statements and those are primarily with the forms. We go to the forms, we have the cycles that are in place, we're entering the financial transactions with these forms that are entering the double entry accounting system and constructing building the financial statements. Our goal from the bookkeeping or accounting side of things is to try to make this system as easy as possible and if we can automate the system as much as possible, we can automate the system to make it as easy as possible and also be able to communicate with the people we're doing business with well customers, vendors and employees. That's the general idea so that the business goal in and of itself the overarching goal for the business of revenue generation can then focus on what they do to generate revenue and not so much on the accounting and bookkeeping process and then of course the goal for the end of the period for the adjusting entries is to take what we have and adjust it to be more perfectly aligned to the accounting method that is being used.


Abstract the COVID-19 pandemic has highlighted the need for fair, findable, accessible, interoperable, and reusable data more than any other scientific challenge to date. We developed a flexible, multi-level, domain agnostic FA verification framework, providing practical guidance to improve the fairness for both existing and future clinical and molecular datasets. We validated the framework in collaboration with several major public-private partnership projects, demonstrating and delivering improvements across all aspects of FAIR and across a variety of datasets and their contexts. We therefore managed to establish the reproducibility and far-reaching applicability of our approach to FAI verification tasks. This article was authored by Danielle Welter, Nick Dutty, Philippe Rocacera, and others.


We are on our way to New York. Just four days of rain. Everything's on time. Everything works to be good to go. We've got tons and tons of awesome vine land. So this is day one. Hopefully you'll stay tuned and see what we're up to. But it's not there yet. We're flying to New York so that we can take the impact of this day. It costs like 13 dollars to wait here and then come back. And it's really easy to sit and enjoy the scenery. So we are starting. It is 12.30. We need a little snack. But our first order of business is probably not even our first shopping. And we'll be eating instead. So we're going to go get checked in, grab a bite to eat, and then get down. Not beautiful, but it's convenient and cheap. He made it to the hotel. And it's one of the river's really cute little artsy kind of buildings. And then there's lots of like creative types working over here. So the guy with the drafting paper. I'm sure he's loving me filming him. But like, I don't know, really cool stuff happening over there. Anyway, so we're going to head out. We're going to get lunch. We are going to do some shopping. So here is the before of my bag. And I'll show you. It is. You need to get it quickly. It's apparently not coming off. Right? And it's $18 loop panel. I'll do it, right? Absolutely. I'm not going to get caught. I'll do it. There you go. Very excited. I did end up getting the Carolina Herrera panel, which I'm really excited about. And then two other things. So we have about an hour and a half to kill for our soiree this evening. So we're trying to find somewhere to pop into. See you soon. Amber got her first fabric. I got more fabrics. I kind of can't see them, but I got some good deals. We are at Sheik. New location. Lots of good stuff. I think we're at Sil thread now. The one next to the new Sheik. They kind of all look the same. But I'm pretty sure it's Sil. It's definitely not Pacific. Definitely not. Oh, look. Oh, okay. We're at Sil. Now, YKK mesh number two invisible zippers. And they are awesome because the tape is really for this. Light weight, sheer, and just perfect for all of those rayon chalet dresses and lighter weight fabric dresses. So I'm stocking up, getting all the basics. Getting white, black, navy, and cream. But honestly, they have so many colors. Many colors. So I'm pretty sure you can call them this number and they will order them for you. Can you all see that? Oh, please. Okay. There we go. So you can call them and order your YKK mesh number two invisible zippers. Well, we made it back to the hotel. We survived our first day of shopping. We are headed to the New York social hour. A little event that goes down the last Tuesday of every month.  But while we are chilling out here before that starts, I thought I would do a quick little fabric haul with all the things that I got today. So today we went to mood. We went to chic fabrics and we went to silk thread. But they also have a lot of zippers, silk thread and zippers. Anyway, so we'll start with mood. I have it all laid out so you can see it really easily. The first one is a beautiful cotton satin, I think. I don't know the exact blend, but it is a Carolina Herrera fabric. It has this really beautiful mint green background with these little splotches of like periwinkle, navy, kind of like a muted lime green and yellow. They're not really flowers, maybe abstract flowers. And it's pretty lightweight, but I think that it's going to be a gorgeous little sundress. Kind of similar to what I did for the Royal Wedding Sew Along, something similar to that. Clearly I'm into the blues these days with my blue nails and now my blue fabric. The next one, you guys saw this. This was the one that I held up, it's the panel. A little hard to show it all folded up like this, but I did want to show you the PK. Kind of like a waffle design or knit, but it is a woven fabric. So it is a little bit heavier, but not much. Still 100% cotton, very breathable, very conducive for the hot temperatures in South Carolina, but it does have that really pretty panel floral thing. So I'm thinking another fit and flare for that. I just got to try and figure out the orientation of the design that's on it. And then the last one, actually Amber found this one and pretty much insisted that I get it. It's got a pretty like peachy blush, I guess, background. And then these flowers with navy and cream and gray. Again, it's a cotton, shoot I can't remember if this one had satin or had stretch in it or not. Yeah, it does a little bit, but it's lighter weight than the Carolina Herrera one. So actually this was Carolina Herrera too. I just had like a whole day with her. But anyways, the color way of this is just really gorgeous. They had one that was also like more natural colors, neutrals like tan and white and black, maybe. I can't remember, but saw this one and we just thought it was so cute. And Amber said it looked just like me, just like something I would make. She could picture me wearing it. I figured it had to be mine. All right, let me put these away and pull out the chic fabrics. Hold on. All right, so here is my chic haul. We're going to start over here. This first one is like a jersey. Amber says it's like an ITY. She knows the knits really well. She's like an expert on knits, but it is a border print with this really pretty like paisley design on the bottom. And then kind of blends up into this more of a geometric tile like design. But I thought it would make a really cute maxi dress and at 4.99 a yard, you know, I really couldn't pass it up. So I got enough to make a maxi simple tank top elastic waist maxi dress, you know, nothing too complicated there. But I wasn't really looking for knits, so I really had to love it and I just really adored this border print. The next two came from this like remnant bin is the best way to describe it. They were 2.99 a yard each. This one is a cotton satin. Isn't that great? It's olive and white. Not really animal print, but it's kind of like zebras. I don't know. But they only had a yard and maybe a yard and a third or something, maybe a yard and a half. So I took what they had, probably just make it into a circle skirt or a pleated skirt. I'll try and eke out a bodice if I can, but probably not. Maybe I could like block it and do the skirt out of this and the top out of like a solid white or something. I don't know. So there's that one. And then this one was just really sweet. It feels a lot like a rayon shelly or something. It's lightweight. It's drapey. It may not be 100% rayon, but it is similar to that kind of fabric to me. It's got this great gingham in the background and then these floral designs kind of all over it. Red and yellow mostly. It might be a little picnic-y, but that's okay. So they had a four yard cut of it and I begged him to cut it in half and he did. So I ended up with two yards of this guy at $3 a yard. And then this next one. So Amber again found this one and she thought that it was silk with good reason. I wouldn't be surprised if he were mistaken or something. I mean it feels amazing. He swore that it was polyester, but anytime I've ever had a silk or felt a silk fabric had this kind of like creepy back. I don't know. It feels really, really good for a poly. It's one of the best quality polys I've ever come across if it is polyester. But she liked it for me. She thought the design was really good. Honestly guys, it was kind of on the fence. So I texted a picture to my boyfriend and I said if he likes it, then I'll get it. And if he doesn't, then I'll leave it and he loved it. So I ended up getting two and a half yards of this. I'm going to make some kind of dress with it. Definitely a fuller skirt. And I'm not quite sure what to do with the top. I really want to utilize this drape. So it might be like a faux wrap or crossover bodice or I don't know about flounces necessarily because it is a little bit heavier weight than like a rayon or a shali or anything like that. So we'll have to see what this becomes. But I do really love it. The colors are beautiful. And I think in the fall it's going to be a staple that I reach for all the time. So other than that, I got those zippers at what was that? And then I got we hold this and then I got just some thread. But I'll show you the zippers in case you couldn't see them and show you which thread I got case you want to know about that. So the thread is the Gooderman Mara M-A-R-A. And it is the 120 size is that I don't know. There's like Mara 60 Mara 30 and this is the Mara 120. This is the thread that I just ran out of. If you follow me on Instagram you saw that I was like running really low. So I figured instead of like rushing home and then having to wait to order thread online, I would go ahead and grab this. The prices there are so good. All of these zippers were $1.85 for a for a 24 inch invisible zipper. I mean the prices are really so good. But you can really see in this sunlight look how sheer and meshy and lightweight and wonderful the zipper thread is. And because they're number two size, the teeth are really small. They really are just the best zippers for lightweight fabrics. I'll probably use them on this for sure, totally for something like this. These like heavier weight cottons would be okay. This one on the fence, it could go either way. But any of these like lighter weight fabrics, they're really so good for. And I got kind of just a bunch of neutral colors. I literally could have gotten one in every color and probably used it. But I restrained myself and only got a couple in all of the neutral colors. So that I am going to bring the vlog camera to social hour. But I'm not 100% sure how everyone's going to feel about being on camera. So I got to feel them out first. If anybody's like weird about it, then I won't bring on the vlog camera. So maybe there will be footage from there, but maybe not either way. I will check back in to say good night when we get back. Or I'll see you in a little bit at social hour. Bye. I forgot to show you guys what I was wearing today. This is my travel outfit. You might recognize it from Me Made May. This light is really offensive. Is that better? Oh yeah, that's a lot better. I also have my Seamwork denim jacket that I brought. The weather here is absolutely perfect. We actually got a bit of a chill walking back to the hotel just now because we are used to 110 degrees, not 70 degrees. But anyways, the goji shorts were really great. Super comfortable. The knit top, very comfortable and lightweight and perfect for the plane. I gotta say these weren't a super great choice, but they weren't terrible. So I'll show you what we're going to wear to social hour after we get changed. Okay, I'm ready for social hour. I'm wearing a brand spanking new number, butteryx 6554, I think. I did the flutter sleeve. We broke the window shade. Otherwise, they would be like plenty of natural light, but since we broke it and they haven't fixed it yet, this is all you guys are going to get. But yeah, it turned out really cute. And I love it. Hopefully the wrinkles will come out as we walk over there. But I bought them on with my corks. Super comfy. And yes, ready to go meet everyone. Amber, what are you wearing? This is a Vogue dress from last year. I think it's like 1935 something. Golly, if you remember that, more power to you. Oh, did you? I don't think I remember it. Super cute. Joanne's clearance fabric. I thought it would be a muslin, but I liked it. Wearable muslin turned into actual garment. Oh my gosh, we made it back to the hotel room. We partied at social hour, which was really social four hours. Extra social. Yeah, we got there like a little bit after six and we didn't leave until like a little bit after 10. But I was telling Amber at dinner, like I really do feel like my heart and soul is so full after meeting everyone that was there. Apparently they had like an unusually large turnout. They were like... Was there a one year anniversary? Was there a one year anniversary? Yeah, they had like 20 people there. So when we first walked in, I was like, I kind of thought this was going to be like a more intimate thing. And there were so many people, but they all were so nice. Some of them recognized me. Some recognized Amber. Some of them had like no idea who we were, which is totally fine because they do now if you're watching. Hello. But yeah, they just really welcomed us into their little group. And yeah, just were really, really nice. Honestly, if you live in the area and you're not coming to this event, you're really missing out. We talked a lot about sewing. We talked about movies. We talked about boys and Taylor Swift. And I mean, it was just like talking, talking, talking, talking, talking. I felt like emotionally drained afterwards because I just didn't stop like having conversations and talking with people. So it was a really, really good night.  I didn't film any of it because A, there were so many people there and B, like I didn't really know any of them. So I just didn't want to make anyone nervous. So no footage, but if you can picture the basement of a restaurant, a big long table in the middle, and like tons of girls, like groups here, groups there, like groups around the table. And then like as the night went on, it was kind of like smaller and smaller and smaller. And I think at the end, there may be like six of us, but just visualize, visualize that. And that's what it looked like. So it was just such a pleasure to meet everyone that I met of people that I had already had conversations with online, but also people that I just discovered. So I just feel really full. Like I made 20 new friends tonight. So it was really great.  But tomorrow we have, what's in store tomorrow? We're going to Simplicity tomorrow. I don't know how much they're going to let me film. That's on the agenda. More fabric shopping. And then we're going to the Met Museum. Again, not sure how much I'll be able to film there, but I'll take you along for the ride as much as I possibly can. So stay tuned and hope you enjoyed today's video. Bye. Do you want to say bye? Bye. Good night.


All right, I've got all these flaps on oh and I Figured out what I want to do to hold them in place at least part of it okay, so All right, I've got these floppers here, and they're gonna have solar panels attached to them yet I haven't done it yet, but this goes over there, and then this one comes here And when it's out here, I need to be able to Put it at this height or be able to adjust it down or up depending on where the Sun is So I was rummaging around in my workshop, and I found these pipes Which fit together quite nicely? You know a little bit snug but loose enough that they're not gonna get stuck if a bit of sand or something that's in there So I think I'm gonna go super simple That would be the right height oh Just drill a hole through there put a nail in or maybe one of the stainless steel Rivet leavens put one of those in and then in this pipe have another hole here So if I want to lower and then another hole here So just three settings, you know one there one up there and one down there, so this can go Go down here or up there and I'll probably put two of these on each flap So supported toward the front and toward the back, so I'm gonna need one two three four five six seven eight Obviously, this isn't gonna be enough So I'm going to town pretty soon So I'll take this these with me and get matching pipes Enough to do all the pieces this pipe is Schedule 40 and the size is not on here I think it's three-quarter inch and then this is a C PVC pipe Which is a different size than normal PVC pipes. They're a little bit bigger so the PVC pipe that is Almost the same size as this is too snug for this But the C PVC pipes are a little bigger and they fit really nicely So I think this is a three-quarter inch and this is a one inch And actually when I get to the store I might check if there are two a little bigger I guess this would be strong enough, but I want I might want to just get a bit of extra strength anyway Now mounting the solar panels the first time I got these solar panels they had sticky backs So you just peel the stuff off the back and they stick These ones have no sticky backs so So far I'm thinking I should just drill holes And you know in a few spots in this white area because I'm pretty sure this white area doesn't contain anything important I can drill holes and rivet it into place. I Could probably even drill a hole in one of these white squares, but I don't want to risk that I want to keep them like well away from any important electrical stuff. So like out here somewhere And then it would be fastened a bunch of times around the outside I think that'll be sufficient Although when I'm in town, I'll also check for some glue I've read that Seca Flax, whatever that is works well for gluing solar panels down. I'm not doing anything with the solar panels today so Got a couple hours Right now I could do something useful. I think I might take care of these boxes These are full of batteries I've been unable to secure a battery sponsor for this boat. I had a couple leads all fell flat So I do have batteries that I bought a while ago off eBay They're used But they're still in decent shape Lithium iron phosphates. Let me pull a couple out. These are the same batteries I used on my last boat too On a floor space for all six these are 36 volt Things modules battery pack. Let's just call them battery packs 36 volt Now I did get someone to sponsor me with a motor But and that's coming. It'll be here soon It's a 48 volt motor. So I need to turn 36 volt packs into 48 volt packs. So I take one of these and cut it into thirds, which is a little harder than saying Then I'll have three 12 volt packs that I could add on to three 36 volt packs So I'll have a total of four of these put together into three 48 volt That should be pretty simple.  That's great I guess I better go get my voltmeter to check these before I start operating on them I don't want to take one apart for like a half an hour and then realize it's dead 38.6. Okay, that's good The 36 volt batteries so they could be a little over 36 volts 38.6 Okay, 12 volts right there. I Scratched the plastic coating on this one up here. So I put a bit of electrical tape on there I probably don't even need it. Nothing's gonna get in there and touch it anyway Drilling these holes. I need to be real careful not to hit any of the cells I got my drill bit super sharp though with some sandpaper. So these are going pretty smoothly One here and one there Two at the other end. Each one of these is 12 volts and I've got some original contacts And then wherever I don't have those I have two screw contacts They have two wires out of there You know in case these are pushing a lot of current ever which they may be So I just need to match those up with three full ones Man, that's a lot easier than cutting them into 24 volt things


Thank you for joining us today for Unite for Safe Care. Thanks to all of you and your generous support, we've been able to raise important funds to support medical education and community outreach programs for the Patient Safety Movement Foundation, preventing patient harm in hospitals and healthcare systems around the globe. Some solutions are complex, some are very simple, such as good hand washing. Partnering with 4,793 committed hospitals across 48 countries of free healthcare improvement programs on independent audit has helped save over 93,276 lives last year and over 366,353 lives since our inception in 2012. And this is all from independent audit. These are not our figures. We're encouraged by these lives that have been saved as it demonstrates that solutions are out there. We just need to implement them. We all need to have our hospitals as really good healthcare organizations that are safe for our patients to enter. They all need to be high reliability organizations. Just like our important areas like nuclear power, what could be more important than the hospitals that our patients go to? So we will get there. Now, I'd like to introduce to you Lauren Rainer, our Chief Development Officer for the Foundation. Lauren. Thank you, Mike. We are so pleased that you were all able to join us today. The donations we raise helped to advance our mission, education programs and advocacy work to improve patient safety, funding will also save lives and give us the capacity to build new resources and solutions that will positively impact healthcare organizations globally. Join us today by making a donation. You can text UFSC to 44321 or use the donate link on this page. Every dollar you donate gets us closer to eliminating preventable patient harm and death. We appreciate your support and investment in our mission. We also want to thank our generous sponsors, 10th Dot Jewish Healthcare Foundation, Josie King Foundation, Kaiser Permanente, Larmark, Massimo, Medtronic, Mind Matters Pack, MedStar Institute for Quality and Safety, RLDatex, Smart Patients, and the University of Pittsburgh Medical Center. Thank you to all of our wonderful volunteers who have worked tirelessly to ensure our program was a success. We could have not done this without you. Mike, back to you in closing our program. We appreciate your participation in our programming. It's been amazing to see how many people have joined us during this campaign over the last 10 days, helping to bring awareness to patient and health worker safety. We'd hope to gather in thousands in person today, but instead we've gathered in thousands virtually. We look forward to the time when we can all gather together again in person, safely for a big demonstration and a march for patient safety, to celebrate this, the second World Patient Safety Day. World Patient Safety Day doesn't stop today. We still have work to do if we plan to get to zero preventable deaths by 2030, we can do it. With all your help, your enthusiasm, your assistance, we can get there and we can prevent, preventable harm as well so that everywhere that we have healthcare is safe, we can go to those hospitals and know that the chance of an error is incredibly small. So, we hope that you'll continue to follow our work and support us and get involved with the organization, the Patient Safety Movement Foundation. Thank you for all our speakers and performers. We appreciate your participation in our program. Thank you for joining us in uniting for safe care. Thank you all. Hospitals are still the most dangerous places on earth and you look at during the pandemic, they're dangerous not just for patients, they're dangerous for staff. They've been dangerous for staff and patients for a long time. There's violence against healthcare professionals and there's violence against patients in the form of medical errors that are preventable. We were in crisis prior to COVID in the healthcare system. So, now we are asked as healthcare workers to go into a now war zone. Staff safety and patient safety are two sides of the same coin that's why in this pandemic year, more than ever, we need to unite for safe care. None of us go into healthcare to harm patients. We choose medicine so we can heal and support those in need. Like other high-risk industries, we need to find solutions that trap these errors before they cause harm to our patients. To unite for safe care means to speak up. It means to say what we know so that we can begin to count these errors and these harms with each other no matter what role we have to play in that medical delivery of care or that medical receiving of care. We're all patients at one time or another and we all rely on the care provided to us by healthcare workers across the world. Too often it feels like we're on opposing teams or teams with opposing agendas but in fact, there's only one agenda and that is to help the patient get better. Culture is essential and it serves as a solid foundation to build process improvement projects on top of to be successful. One of the issues that we really need to take on if we're ever going to achieve health equity and eliminate disparities is to take an honest, courageous look at structural and institutional bias and racism that has been part and parcel of healthcare delivery and clinical decision making far too long. We have to build that trust back in healthcare. We have to be able to trust that no matter what color we are, what ethnicity we are, we will come through that procedure or that treatment better than we did when we went in. But what we don't want is to come out worse and harmed. That should be a standard for all of us in this country and we know how to do it. We just have to come together. We have to shine a light on the problem, address it with all the candor that we can find in our hearts and work together to improve it. So this Unite for Safe Care campaign is something that each and every one of us can be a partner, can participate in, can learn from and we can share our experiences and how to make healthcare safer. I am proud to represent this movement that has the potential to improve our lives immensely. Unite for Safe Care represents to me hope, health and happiness. So we can do this. We need to do this. We've been working with legislators to align the incentives and increase transparency. During this pandemic is our time to step up and say we're going to do better for our patients and for each other starting today. So keep going. Keep bringing in new partners. Keep coming to the table together to save lives and fulfill that promise of zero preventable deaths.


During this time period of COVID-19, individuals who are isolated, who are having to stay at home for extended periods of time with limited social contact, they can experience elevation and stress, anxiety, and so there are some online resources, whether it's an app or web page that could give them some assistance ideas to help reduce that stress and anxiety. And there's actually apps on the VA DoD websites that people can download onto their phone, which gives them advice on how to set a set sleeping schedule on a pattern. Our bodies like routine throughout the day, waking up at the same time every day, eating healthy breakfast, getting exercise as best you can given your circumstances, things like that. Thank you.


The government's new international development policy and performance framework will drive exciting and important reforms within Australia's aid program. The world has changed and our aid program must change too. Many developing countries are growing rapidly, with foreign aid representing an increasingly small proportion of development finance. To be effective in this new context, Australia's aid policy needs to be more innovative and we need to partner more creatively with the key drivers of economic development to reduce poverty. We will consolidate the aid program to focus on what we do best and where we can make the biggest difference. We recognise the role trade plays in development, so we will use our aid to strengthen the private sector in ways that expands trading opportunities, creates jobs and grows the economies in our region. Aid for trade investments will be increased to 20% of the aid budget by 2020. Acknowledging the links between human development and economic growth, the aid program will continue to invest in education, health, reducing disaster risks and responding to humanitarian crises, recognising these as a necessary foundation for economic development. We will focus programs on empowering women and girls so they can take part in the formal economy, forging their own destinies and contributing to the well-being of their countries. Under the government's new aid policy, 80% of our aid investments will effectively address gender issues because everyone benefits from women's full participation in economic, political and social life. We will embrace partnerships which leverage different financial models and capture the brightest ideas from a wide range of sources to ensure we are at the cutting edge of responding to complex development challenges. Over the next four years, we will trial and test development innovations with a $140 million innovation fund, and we will become a founding partner in the Global Development Innovation Ventures program, a groundbreaking program supported by the United States and British aid agencies that will identify, test and scale up successful new approaches to development. And we will establish a new Development Innovation Hub within the Department of Foreign Affairs and Trade to come up with ideas and concepts that are outside the square. Australia will continue to be one of the world's most generous aid donors. The government has stabilised our aid budget at over $5 billion a year to ensure it is responsible, affordable and sustainable, increasing its CPI from 2016. A new performance framework with 10 high-level targets will drive the changes required in the aid program and ensure that it is effectively delivered. Funding will be directed to projects that make a real and measurable difference. Where projects don't deliver the results we expect, we'll cease funding them. When they do well, we will look for ways to expand or replicate them. Together, the new development policy and performance framework represent a paradigm shift for Australia's aid program. This will build an aid program that both projects and protects Australia's interests while effectively promoting economic growth and development to reduce poverty and lift standards of living in our region. We will make a positive difference to our world.