I am I'm familiar with this all right y'all. We are live Talking about yeah, that's when I said put your cheesy smiles on that's what I meant All right y'all so thanks for joining us today on smart business moves I'm Liz Trotter and my guest host today is a little August and guess who we have with us today Libby delucian Super excited Libby you've been on with us a few different times, but I think we've always talked about the same thing So I I think it's gonna be exciting for people to hear something new from you hate to need good to see ya It's gonna be old but new but more new than old Okay, I always love more new than old but You know, you can't get away from the basics. There's just no way around that There are some things that are foundational to your business and yeah We have to have new ways of doing old things, but you can't get away from the old things the old things are what they are Hey, Chris. Good to see you But I did want to say real quick because y'all were talking about Colby when we first came on And I don't know how much people would have heard for anybody that knows about Colby Or he doesn't know about Colby and you want to give us a quick Write down on like at least like the four different numbers there and what they might mean Libby. Oh, sure So we're huge Colby fans here. We give it to everybody in our office I'm just looking up one of the scores. It got emailed to me today But with Colby it's testing your natural work abilities or skills and so Paul was saying or Ricardo or That he's in transition Transitioning out of his name right out of his name to a different name. I said, oh my Colby said I was in transition too Which means it asked me like are you going through a major life change and divorce and I'm like, no I'm just I think I'm just my brain is crazy So it measures Period My phone is going off so it measures a few things it measures are you a fact-finder, right? Are you Very are you a follow-through like are you high or low and follow-through it measures a quick start So most of us entrepreneurs are really high at quick start and then are you an implementer? Do you like to work with your hands or your brain? So Colby's super important to us here in that organize it and we recruit We give everyone who has an office position a Colby score And it we actually put it next to their name in our accountability chart so that it better helps us work with each other Because if you're like a really high fact-finder, it's gonna slow you down We're just gonna drive me flip and crazy and people need to know that it's not that you're just trying to give them grief and Holding back. That's just their natural style, so Yeah, that's great. You did a great job of explaining that so Colby is similar to disk like when you're talking about disk you'll talk about it's different in terms of one is we're talking just behavior and one is we're talking a different type of skill in your natural skill, but How how it is is Conveyed to people is very similar. So when you're talking about disk you talk about your style What behavioral style you are you might say, you know, I'm a high SI. I'm a DI. I'm a DC and whatever And Colby use four numbers that are Telling you exactly what you are so Chris's that's what Chris is posting here He's an eight five three three and so you might hear these numbers from people They'll say that they are a seven three eight two. Although eight is very high. You don't see a ton of eight So let me tell you about Chris and his eight.  That's all I want to know But it is nice to know it's it's very insightful for your office to learn about themselves Absolutely People love anything without learning about themselves. What we're gonna say over how often you guys looking at that within the company to make Sure that everyone can know each other style or remember it at least so we have it's next to their names in our EOS tools, okay So it's like, you know Mine is like a five star star star because I broke it So it's that's their name. So we're often reminded of it There are some companies that have it like on their door or on their on the computer Popular place and they say that your Kobe score doesn't change Yeah, they say that but Interesting because I've changed so much Mine has changed too. So I don't know if I just didn't answer Correctly like the first time second time third time. I don't know but they're close though the graph stays the same So but just like off a little bit. So that's interesting. All right, well, we're not here talking about Colby today I just want to make sure that everybody had a quick understanding case They heard any of that little bit that we started with there. Yeah, absolutely any time, you know more about yourself and Who you are and how you are Chris to go to your point about and your marriage? I believe that you're all of your relationships benefit because you understand Yourself and then you're also interested in understanding why the other person is the way that they are and what they're doing Get me started. Stop stop commenting Chris I can't myself so hot button for me. I always like this topic. All right, so We know today we're talking sales and marketing and what specific topic are we talking about today, Libby? So I wanted to cover Really something that's near and dear to me and as you guys all know I'm the hiring person. I love hiring. I love recruiting but I want to talk about employment your employment branding strategy, so it's branding and What is important? What does it look like a lot of people don't even understand what? Employment branding or employee branding is and do you have a strategy behind it? How do you use it? What is it used for and how important is it? So we have turned ours into that is the only branding we do now Is more of the employee the employment? Branding because it works both sides And really needs to be in line with your customer brand You can't have one brand that looks like this on your website. You can't see my hands And then on you know because those indeed applicants are somebody's going to go over and look at your brand, right? And if it's not in line with what you said That could affect so many things in your business. It's gonna feel like a different company. I don't know what to think What's the it can feel like? What's the truth even though you didn't say anything that was not in alignment? I am actually going to real quick post your website here To boot recruits so people can have a quick look and see Organize it website It's organized at swfl.com Libby one thing that I loved I remember we added each other in February was it February after QDS I Automatically loved your branding and there was a lot of continuity with it And I'm really excited to learn more about this employee branding from you because I remember actually This is me Being open here. I have screenshots of your brand of some things that you did on your Facebook for organize it. I'm like, it is so clean and I'm not the design guy I can't like put nice design together.  Is it you that's hands-on all on this? No, so it used to be me and I made the decision God how long to Bring it in-house bring my marketing in-house because I wanted control not because I'm a control freak Which I kind of am Because I wanted to convey a brand that if you weren't in it here You wouldn't you couldn't portray it So I made the decision about a year ago to bring my marketing in-house And it was the best decision we ever did we ever made. I'm a huge Marcus Sheridan fan, right? Love the video they asked you answer the book got to see him speak love him And I did it before I actually even read the book and seen Marcus Sheridan But when recruiting started to become harder and I looked like every other person's website like a stock picture or you didn't even know what city we were located in I wanted to get control of it. So I brought my marketing in-house I found an amazing young gentleman who had just graduated from Marketing and I don't know what his minor was but marketing. It's a four-year degree. Um, I took Who not how to the extreme and told him what I was looking for like what was important to me And he's in this office every day. Well, he works from home one day because he's like I need quietness so I can write a blog So he works from home one day, but he's in this office every day Talking to the cleaners talking to the organizers answering the phone from customers He's phenomenal at sales. I love he put his self through the college at a call center.  He goes in the field. He schedules his time in the field None of our clients have turned us down Because everyone's like how do you get in these houses we ask? Yeah, he's an employee. He's background checked He sends a nice little text. It says hey We want to spotlight one of our cleaners because we want to recognize them and here's an example of what we want to do in Your home when we promise we're going to protect your privacy And he will chat in some amazing videos and the cleaners the technicians love it They come in the office like is the video ready? Is it ready? Kind of share it like You know and we've gotten a few they have thousands of views Organically like winner. I think she is the most and she's like a 26,000 views Wow, that's crazy. Yeah, I Know you brought a little PowerPoint here today. Why don't you go ahead and share your screen sure that and then also I'm gonna have you share organize it swfl so that people can see Yeah, I just realized my son must have had an early day because he is Outside riding his motorcycle Well, it's the last week of school here no he's He has a bunch of a bunch of his toys in our garage and he's going to the doom So he's picking up Here I see him up riding around Okay, so first I'll share with you guys Just give me one second I'll show first the Facebook page. Okay, I'll go into the website Share screen to have two screens so bear with me Okay, I'm not sure if it worked I see it. Let me see if I can pop it up There it is okay, so First I'm just gonna dive into our Facebook page and so our Facebook page and Instagram each other So we can kind of get a gist of our is it getting traction? How many views is it getting? so we are really focused we have a very a Unique brand we've decided that all of our pictures are gonna be in black and white Because we couldn't get the same color like tone across the board and so Boris knows his name is Boris. You cannot recruit Boris guys Know that I'm like them really really Particular like I just want it to look clean. I want it to look the same So we're in Southwest Florida and right now we're starting a summer cleanse program Because everybody likes to cleanse during the summer. So we're doing some add-ons Everybody knows them. We already do them, but we're just rebranding them in a different way You know like Lenai cleaning we're not when I refresh laundry all that good stuff And so we love to feature our cleaners and you will not see on here just picture of a clean house or Anything else it is or videos of me, right? I said, I love Marcus Sheridan Doing a what's included in a deep clean Pricing I'm trying to get to one of our videos So Boris makes all of our videos and this one is it's full of all of our cleaning technicians and organizers and And kids so like this was a special we did for Mother's Day And we made sure that every single technician was in here Because if they didn't have kids they had a mom for Mother's Day So we really focus on trying to feature them And we just use teen pictures. So I know my colors are different for a cleaning company But it was originally started as an organizing company and now we do professional organizing and residential cleaning only This is an amazing video that he shot I Like the house like the house I do like the video too. I didn't mean to say I don't like the video. I do like the video. I also like the house So this is what our branding has turned into and one it move our employees love it. They love it And our believe it or not our clients love it. You'll see them comment on here I think somebody commented like that's my house I Don't see the comments probably because I'm signed in as a different person And so we you know just his pictures alone like a thousand ten hundred a thousand hundred ten engagements And so he loves to film he loves to write content So he loves to market so or work on branding and so that is kind of the direction We've gone and that is what our Facebook page is full of is cleaners Yeah, it's nice so your branding is The purpose is to show your show the world That you really value your employees and who have and that those people are Kind of the core of your business the people are the core more than anything else That's what I would get from that is that the brand that you're trying the message that you're trying to convey Yes, absolutely that they come they come first This might sound wrong, but my customers don't come first right now My employees do and I had to learn that the hard way starting out Organize it is a fairly new company, especially with the cleaning. It's only about four years old Where we I just I did organizing for two or three years prior, but it was just me. That's it and then we evolved into Organize it more of a brand and With employees and then we added the cleaning and so it's grown tremendously from there we Feature our cleaners on every piece of our website that you can think of and at first when Boris told me that I He wanted to go with just black and white. It's kind of like No, and then he told me why and then you know, we accent everything with With the orange. Yeah, so it has really helped us and that was we We I'm a huge video fan As you guys can tell there's there is video on it. Try to I try to put video on every single page of our website That is what we're known for our clients are like, oh, you're Barbara from the videos. See look, I got another name, too And so they love it they actually think that they get they know me because part of our brand It's a how much we communicate through video Yeah, that is one of our marketing strategies Go ahead, no, no, please go ahead and then I even went as far as Really taking it to a learning hub and featuring the cleaners They can meet them. This is still in the working progress, but I meant to go to the video library where They can come and see the cleaners in action and so it's full of Just videos of What we do and how we do it So you're gonna see all it and so we'll have people call us and they're like, oh my gosh I saw Marvy says video. I want her to clean my house. I Could see that you can see that have me They feel like they know them especially like the one who we feature pets Hmm. They're like, oh my god. She was so great with pets. I have two big dogs Like I would love to have her as my clear Yeah So it is working. I'm oddly enough this video right here winners one that has thousands of use thousands and So they just have a good time. They love being featured. They love it. I think it's really set us apart in Our community because you don't see anybody else Going this deep featuring their employees Yeah, especially because it's not just that they're featured. It's that they are the focal point that this this is what the What everything is about yes, and so I'm currently working on the learning hub adding more stuff my goal is to really have To be that that brand to go to for the Southwest, Florida for the the know-how's the how-to's like how much does cleaning cost like what's included in a deep cleaning?  I Do lives all day long For who recruit for for Debbie sardone consulting I never get nervous never do you know how long I've been dragging my feet to do These YouTube videos on what's included in a deep clean I can do a deep clean with my eyes open when I clean like what's the average cost of a cleaning I Drug my feet for months. I was scared. I don't know why Yeah, that's weird because it wasn't life No, it wasn't life because they're recording their They're just short, right? Yeah, I think it was because it's featured in my community. Ah Okay, maybe and I don't know that many people because I don't live here that long I don't know. There was something that like Just paralyzed me right and I was like, I'll do it tomorrow Well, I wonder if you had a little bit of this I have a little bit of this Libby I have no problem doing something live because if I get it wrong I can just I can just say, oh, yeah, I got that wrong and move on But with the video, I mean with like something that you're going to post somewhere like YouTube You have to get it right and if you don't get it right you have to redo it And so it seems so much harder. You can't have Or it's less desirable to have that that I just did in a video you can't have or It's less desirable. You can't do that. You have to pick Mm-hmm. Have it Or is it less desirable? Which one pick pick a pick a plan. Can't do that.  I got my plan I'm a big Trello fan. I got my Trello board for my live content and I'm like I'm just running through it But I just I stalled forever and that was like my number one goal and for Boris too He wants to be our go-to in the community for how-to's One thing that is a good suggestion you guys can do is we bonus our technicians if they submit at least a 30-second video That we can use for social media And they just submit it to us and Boris edits it Nice Joe Walsh does this at Green Clean Maine. Okay. Yeah, I love it. It's more real It's not so scripted like Boris's videos are amazing, but you can obviously tell they're professional So it's a little bit more real so we started doing that we've gotten some in and then we also incentivize our clients to Do Instagram videos for us When you say you incentivize them, how do you incentivize them? So we give them money off their next cleaning. Okay, if they Submit an Instagram video and like we just had one today. I probably don't even know the login for Instagram We just had one today It was amazing and the girls are so proud and that was just another way that we brand. Oops, I closed it that we use video for marketing and branding Please don't make me put the look password now Libby. Are they putting it on their social or yours? They're putting it on theirs and they're tagging it. Oh, that's awesome. That's amazing Yeah, and what we're incentivizing guys is not that much I Love the the ones for employees having them post on their social because you're your potential employees aren't on your Facebook It's on their Facebook Yes, so our employees are not posting it to their Facebook Submitting it to Boris. Gotcha. Or it is very picky To be said about that raw footage that Unedited Sorry, no, no, no, I was saying I love that The footage that doesn't always look too professional. It just seems more genuine sometimes so there's a good opportunity there as well Yeah, and so this is a mix. I like the mix. Have you got the professional but you also have this cell phone This just got submitted 51 minutes ago I And aren't we incentivize that that was I think she got $25 off her next cleaning Amazing Yeah, that's a great great idea. I love that. And so we do a lot on Instagram. We actually do more on Instagram than we do Facebook Everybody says Instagram is the place to be now, right? Yeah, it just has a younger market younger Which is fine because I'm in south of Florida guys and I'm trying to get the younger people. I Do not want the snowbirds. Yeah, I'm thinking that that's there's just a ton of old people there So I was wondering why you were targeting younger people when you live with all the old people So you'll like you saw the video that I showed your Boris with that very upbeat music Like that's we're trying to go young and fun and fresher. Why do I target it? Because the snowbirds are pain in our butt They leave right a lot of them unfortunately live on a fixed income They some of them do have the time to do it themselves But a lot of them don't see the value in our in our service because they could get it somewhere else for $60 So we're targeting young working professionals that live here and A lot of them live here now, but work remotely. I mean a ton Yeah Everybody is probably targeting the older people because that's just the market that you think you're going to have But you create your own market and everybody knows that you create your market that You have to decide what you want and then go after it looks like that's what you're doing Absolutely see how this branding is going to really be attractive to that younger set so I will say that I Feel that it has helped us so much in our recruiting That I have In Chris manages it now for me or somebody does maybe Ruben. I'm not sure. I spend zero money on indeed I'm able to market organically and some of the number one questions that get asked or Answers to get asked our interview is like, you know, why why did you apply with us and they have saw they've seen our Instagram?  You have so many your employees look so happy Um, I saw your videos. They're great You look so organized your company's really well put together. I'm like, oh if they only knew what the office went through I Try to I'm organizing queen. I try but this the office, you know, it's just that day-to-day craziness. Yeah I think everybody knows about that day-to-day whirlwind, right? Mm-hmm and My office I could do a whole another series on organizing your office staff You would laugh if you saw what I have set up in my office for reminders It's Because I'm so big in learning They're gonna learn it is not an option here. It's not an option. I love it. It's not an option So I have a stuff set up for them to learn on an ongoing basis to cut down the chaos, right? but We're going off on a rabbit trail Our squirrel moment But yeah, but it's that's also part of your brand All right, so this learning thing I feel like What you just said ties directly into what you're doing on your social media You're teaching you're making sure that everybody's learning about cleaning everything is I feel like this is a very strong value for you a good strong core value that even if somebody said yeah You need to be doing something different You'd be like, okay, you'd start doing something different and very quickly it would turn into a learning environment for people So I invest a tremendous amount of money in our learning. We have an eos implementer I've signed them up for their own learning like we're going through they're going through a sales course right now It's a year-long course So that's not an option here. Oh, and they're also doing all the eos videos from the us conference so And they get to pick what they want to do, but it is part of our culture and our brand you are 100 correct And I even say that like if you don't want to learn even the cleaning technicians We have ongoing training and if you don't like to learn you're you're going to hate it here Yeah one of our values is personal growth And so yeah, I I don't really care how what where but I'll I'll give you lots of opportunity, but You will be getting better. You will be growing if you work for us. Absolutely Looks like you have a powerpoint. So I just have it's actually just oh, it's a little worksheets and It's I I think I put the download in there too. Everybody can have it. It's you have to fill it in I'm just going to talk you through it But the reason you're going to fill it in is so you're paying attention And you're really thinking about you know employment employment branding strategy Do you have a branding strategy? And if you don't how do I work on getting one right and everyone's brand is different So, you know take mine and use it for inspiration. But if you copy it, you'll be hearing from me Um, so, you know take it and and use it for inspiration Um, I follow some people on instagram that I just love their brand and they work cleaning companies at all I think one was a pest control company in arizona And another one was like a nutrition or a cleaning like a cleaning product company on instagram um, but find those Brands that currently have that image that really resonate with you That you're like, oh my god. This is this is me. This is tracks me. I love the look and the feel Um and use that for inspiration to create your own brand Um, so in our worksheet here, I just have a section for notes and then I have a section I want to talk about um, you know What is An employer brand because a lot of people don't even know what an employer brand is so employer brand Um, it's it's a positive brand that communicates that the organization Right that the company Is a good employer in a good place to work. That is what an employment or employee brand Represents it is a good company in a great place to work And you could see that through those videos in those pictures, right?  Well, not like sexy and sexy, but like I want them to look good So I started to use the word sexy in our uniforms. Like I want you to look good and feel good Because if you feel you look good, you feel good. So the first thing I changed was Really our our uniforms Um, and I went with all black We just just a hint of orange Why did I go with black because us girls love black, right? Um, you look good. We look skinny. Um, it's also easy to keep clean Yeah, I mean you didn't have a lot of options if it's black and white with a little bit of orange You got a choice between black or white. I feel like they're like They're really you're right. Yeah So when you got black as an option that's not happening So that you know, that's what an employer brand is right? You're you're convened that this is a great company In a great place to work. Um, I have not seen this negatively hurt our marketing whatsoever with our outward face of marketing so when I'm talking about our marketing to clients I have not seen this effect. We have not gotten Any negativity at all except for maybe like somebody likes What's her name in that video? Um, but they don't know their names, right? So, um, but we got weird stuff like that before I did this kind of marketing anyways Um, but we haven't had any negative feedback on our marketing if anything The clients see it and they're like, that's my cleaner And their friend or their number goes, oh my gosh, I want to hire a cleaning company. Oh, I want your cleaner too Um, because they love to shout out their cleaners. Yeah on our facebook and instagram page So that has even helped even more Um, so, you know to get started, right? Um, it starts with the company and there's a few things here That we have to really look at when it comes to company and I have this fun little pin And I'm going to try to use it and I still have not Got in the hang of it Right and so the reason I have the worksheet is so you guys can download it and write your own thing in here But when it comes to employer branding the first thing You have to figure out is you have to know your company. You have to know your business So in here right and I'm going to see if I can write in this box We have to look at well first. I have to get my pin up We have to look at, um What is your vision for the company and I know everybody's like, oh god People always talk about vision and all these things. So in the first box, we're going to put vision And I attempt to write in here and I can't write Um, I know I like watching you do it. It's kind of fun. It's fun, right? I have to put it up here I'm trying to do it down low and it's not working Um, so we have to really look at our vision and what is the vision of our company? This is going to be so fun The vision of our company you love that there you go Right and if you look at your mission, what is the mission? Um, because the vision is where do I want to go in the mission? I should have just I should have just typed these in here in the mission Is where we're currently at and what we're doing every day Right and so this is knowing the organization Next we have to have our values Um, just like Liz said, those are our values. She just saw in all those videos Um, those were our values. It's teaching it's featuring our employees and our employees come first Um, so you have to have your values and the next one is and we all love this one and so many people I talked to don't know how to figure it out. I'm trying to write with this pin guys. This is hilarious Um, it's your culture Oh, what's your culture? And everyone's like, why don't have one or I don't know what it is How do I and I said, you know, when I started I was my culture Um, it was me it was Libby and it going through, um EOS It has changed because we redid our actually vision mission values We redid all that because the office now has a piece of it Um, so you really want to look at your company. You have to know the company Um, and really know it so that you can portray this publicly Um, because if you don't have that already that image and that look in your head You're going to be posting like just an array of different themes different colors Like you're not going to know which way to go. So it's not going to be Um, it's not going to be a clear message. It's not going to be a clear message Especially over all the platforms, right Right, so granted our posts are different on instagram than they are on facebook, but they're the same clear message Yeah, the same type of images and so from there from knowing the company, right There are four things That are super important to really create a strategy I can write this box. It's way bigger Um, the first one you want to do is research And everybody's like research like what am I researching? So you want to do research? So you want to conduct internal research and you want to conduct external research? Um, so you want to learn how to position the company? Um In relation to your competition, right? That's your external research um So It's it's really learning like what what are my what are my local competition not doing? I don't want to use that same stock picture. Oh my god I see it everywhere of the cleaners in the green overalls or the green aprons yellow gloves. Yeah, I know you're talking Hello gloves. I'm like, I don't know it. Yeah, I don't know it. I probably was guilty of using it too Um, so you want to connect research you want to connect external research How am I how can I position myself different? Against my competitors. So research, right? You might conduct it through surveys Through internet search through social media You might hire somebody right you could hire someone to do this for you and then you want to conduct internal research So that's really understanding the company As it's perceived by your current employees Right. Um How how do they perceive the company? Right? Is it well? Is it is it Well targeting or is it targeting your potential applicants? Well Um, so you really want to understand How is it being perceived by my current employees and how's it being perceived by my current applicants? And you can do well, we do the current through the applicants through the interview process because we ask some really pointed questions Um, and so that's how we got a perception of how our company is perceived Through that recruiting process And then through the current employees you can do. Um, I think they're called nds is their employee promoter score net uh e in e n d s and employee net promoter score You can make your own survey super simple. You can do other surveys survey monkey You can do one to ones you can use it with quality driven They have um an a way a way to do it now too. Do they I use quality driven. I didn't know that. Yeah, they do Um, I love the email that goes out now every week. Yeah. Well, you're not the only one. A lot of people are loving that, right? You can also so one thing that I know that a lot of people do is they just use a quick A quick like a job form survey that just asks this question is so simple But asking this question of people that currently work for you is super helpful And that is three words that you think of what you think of our company Right, so if you're getting the words chaos change Uh, I can't even think of another bad word, but I was just talking with somebody and I forgot chaotic Say it again Disorganized Disorganized well, then you know Right. Well, good. This is the image that we're portraying right now to our our current people This is our culture whether we like it or not So and that's a great example. You don't even know what your culture is To your current employees. Yeah, you might have one thing in your head. Yeah And it might be something totally different to them So I heard this definition of culture one time and it was my it's it's still my favorite It's not complete. There is no complete one liner for culture that I've heard yet But my favorite one is your culture is your people So how your people act what your people do what the the people the people themselves that's your culture What you see the people doing is your culture like it or not what you see them saying Culture your culture are your people. It's your people And I haven't been able to find a culture where that was not true Sometimes people will say, you know, this is my culture. You know what it really isn't because this is what your people are doing So guess what? That's your actual culture. That's just what you hope your culture will be It's what you want it to be. This is what you've made it kind of look like But it's not where your culture is Yeah, absolutely. Yeah, so you got to be careful With this idea of branding a lot of times people think and I know you're really going deep on here Which I think is super helpful, but a lot of times people think that branding is Oh, okay. So liby's brand is black and white with orange They think it's color Right. They think it is the font That's not where your brand is your brand is much more it's deeper. It's your vision your mission your values All of that stuff contributes to what your culture is So I'm loving this. Let me all right. We got research in your spots. We got a couple more spots One more thing about research. I really have to say one of the things when you are doing research on Your external Companies, this is an amazing thing to look for y'all Look for the things that that companies that are outside of you what they don't want to do Do the things that they don't want to do because when you do them They're never going to try and take them over. They don't want to do those things That's an awesome strategy for holding on to a really strong A strong culture that nobody's trying to infringe on because we've all been there Where no matter what I do pretty soon everybody else hears about it And then they start doing it and I have to shift again, right? And I have to do something better Then they do that and I have to do something better If you choose the things that they don't want to do You don't have that problem No, and I will tell you like I said that mark is Sheridan the ask you answer starting that youtube series Oh my god now. I know why nobody does it So much work It was just like oh So the next topic I want to talk about is um your proposition right define an employee value proposition um, what's what's that proposition so The proposition it clearly communicates the value of the brand and the and the company That it's the that it's developing right the employee branch should truly reflect What is special about the company? And be in line With the customer brand So what's your proposition right defined an employee value proposition? So clearly communicate the value of the brand it clear it can It clearly communicate the value of the brand Right and that the organization organization is developing right? We're young. We're trendy. We're growing. We got music on our stuff But besides that You know, how are we different? um, I think sometimes people get messed up with the proposition too because A lot of times it's portrayed as the unique value prop right the uvp And so when they think of that they're like how can I be unique? I mean everybody's kind of doing the same things aren't they? No, they're not doing every single thing the same. You don't have to have Everything different you just have to have something that sets you apart and that people can point at and say oh look at that Just that slide edge Yeah, and that's cool It just has to be that thing. Yeah That's a great point Liz the other day. I was talking to somebody and I had posted a post in our Million dollar hiring strategy Facebook group And I had put you can't You cannot sell your brand or your job if the person that's selling it is not sold 100 sold on it sold so point that there's Irrational because there's no better job in the world Um, and I said, you know really think about what is making me different. I love to make people think I love to make them uncomfortable.  She goes. Oh, well, we have paid time off. I'm like, so does make pro um And so this was a conversation. I said, I just want you to think that's if I'm looking at an ad Right or because an ad is marketing And and I'm looking at you and I'm looking at make pro and you pay me the same But they give me nights off and they give me nights off. They give me weekends off and so do you That's not being that's not A value proposition. Yeah You have to live in a little tiny city And there are no other franchise companies there And the only other companies that's in your area makes the people work every other weekend And has them working sometimes until eight o'clock at night. Okay. That can work for you If that's your What's going on in your city, but that's gonna be rare Nowadays, that's Not what you're going to be seeing most places Everybody's kind of following the same trend We're all saying that You know, there's no nights and no weekends. We're all saying some of these I remember when I first started saying Um unlimited time off people were at first they were like, oh my gosh, that's insane as you can't do that I'm like, absolutely. I'm giving unlimited time off now At least 50 of the companies that I know of give unlimited time off. It's time for a shift And that's not unique anymore. People are giving unlimited time off. How about unlimited paid time off? That's a new thing I've recently seen I have to work for you, Liz. Yeah. Yeah That's a new thing. Yeah You know, and then in that in that conversation, you know, she's like, I can't afford to do anything else And so that's where people try to start to get a little Like their view gets a little skewed because it doesn't necessarily cost you money Yeah, right to have a long position to be different to offer something different doesn't necessarily cost you money Yeah, it doesn't have to it can but it doesn't have to Yeah Yeah, um, so the the next one is um marketing strategy, right? So you need to develop your employee marketing strategy. It really needs to be um It needs to be first, right it helps with that recruitment strategy Even though you won't think it will it does So you really want to have a strategy. So if we do this, how are we going to use it? Um, are we going to put it on our social media page? Are we going to make a careers page because remember this is employment branding? Um, how are we going to position it? To get traction and work and what are we going to do with it? So you need to have that marketing strategy For that employment side. So it can really for from the employee value position Um, it can really help retain and engage your employees What I love about it as well is that you have the internal customer.  Here's a fun company.  Um, because I don't want to go clean So I that 100 percent is true. We get a look because we employ a lot of women I do have some men but a lot of women and their Family look down on on them being a cleaning technician Um, so besides being able to pay them well, we've tried to position them as that expert Right, um, and I've employed latino cleaners and They're featured in our videos and I'm like they're like, oh, but we don't speak English. I don't care speak Spanish honey I'll use subtitles I want to feature you as well like equally You know liby the thing that you're doing with youtube right now answering these questions I wonder if you have an opportunity to get some of your team members doing video Because I had one of my team members she was against video and now she loves it because people are like, oh, you're the one on the video Uh, but they get to show that to their family as well like oh, you are the subject matter expert kind of like what you just said that Yeah, so it's definitely helping us um, and then the last thing is um, I'm getting better with the pin guys Well, because I usually use an ipad and so my ipad's broken So a line right um the It has to all align it has to align with your employment brand your employee brand and your Overall company brand have to align we had said that earlier If I'm an applicant applying somewhere and I go look at your facebook or your Website and it isn't aligned with what you said or the pictures you put on indeed Um, it's going to affect your show rate It's going to affect your cost because you're spending a tremendous amount on indeed It has to align everywhere. It has to align in the way you reply to google reviews. Like we love Cheyenne. She's amazing too Or we love Cheyenne too. She's amazing because the power of social media and technology Has really changed the way applicants Vet us Because they're reading those reviews like they are 100 reading Um those reviews those comments all that stuff Lastly right I want I so you want to develop and use some metrics um, and so This is if you develop and use metrics it will affect highly affect three areas Um, and these are the metrics you want to use to measure, but it will also affect these three areas Um, so we're it's going to affect your quality of hire I don't know I push the button. There's a button on the side. So it'll affect your quality of hire um So you can use that to develop a metric on like Are we getting some duds here? Oh my gosh. I'm getting a whole bunch of unqualified applicants. Um So once you develop this and then you use metrics It will 100. Um, you want to track the success of the employment brand And the way you crack it is by looking at quality of hires employee satisfaction And you can do that again by the surveys and I still employee wrong so Um, my iPad is much easier to write with And before you satisfaction, I'm going to skip satisfaction And the last one that is the most powerful that we are just now seeing happen to us within this year is um Employee referrals We have at least three new hires that we never recruit for Um, and do you know where they came to us from? Your employees no Oh, we were assuming referrals The husbands of our employees three current hires And this last year that have stayed they're amazing. No, it's been last. I think it's in the last six months their husbands told their friends and those friends told their wives Well, that is unique. That is a new thing right there. That is very interesting. Um, so and we track this because we track where everybody comes from Um, just like you track your leads, right?  I'm gonna give up We know what that means We got it satisfaction. Um So just like you track your leads we track all of this stuff so that we have the data To figure out is our employee brand working is our brand working? Is it helping us sell the job and sell the service? um, and so the last page is just for some notes again, so Lastly because we're coming up on time The one thing I do want to say and leave you guys with before we Go into some questions is you want to make sure that the people in your organization the management Are practicing and supporting this brand And this will take coaching and training Compensation you name it, but you have to make sure the office is Is portraying this brand that they're living it breathing it Sleeping and eating it because they're the people hiring your staff. They're the people training them and onboarding them Yeah, and so That is the biggest thing to see and we recruit and then in my coat in the consulting side and coaching That it when it doesn't align and it doesn't align often and i've been guilty of it too If the wheels fall off the bus Absolutely, I agree with that Yeah, which it wasn't true, but it is Yeah, uh, livi you said that you had given uh that your template somewhere. Where did you where did you send that? I think I just put it in the chat All right, I'll drop it in there I'll try and find it and get it out to everybody. Yeah, I don't see it in there I'm sure wrong with the real pin will be much easier Well, and I I think that uh, you gave a great outline there But now everybody has to go in there and fill the boxes in what's your vision Don't just be like, okay. I need to know vision mission values, right? What is your vision fill that box in Fill in what the mission is. I think it's super Super useful and beneficial. I'm so glad you came on and shared this with everybody today livi Um, I think it's really helpful also for people to have something that follow It seems so hard to people, you know, it's like it's so much so much to think of Um Oh, that's a lovely little, uh What's that called delay right there? I was a lovely little delay uh, all right, so Oh, are you frozen? I'll frozen for a second or am I frozen? No, I'm not. Are you here? Yeah, I see you too.  He's frozen. Yeah, he gives up All right, he's like the snowman right from frozen.  He frees as well Right when I freeze my face does not look like that. I do not all no All right, so livi is it me? Yeah, actually That one wasn't as good with your tongue sticking out Yeah, I'm kind of going in and out Yeah, you are All right, so livi I would love it If you could sort of wrap up if oh there we go. Thank you. That's awesome We'll have you guys see that livi just shared her little template for you to go in fill out and begin creating The brand that you believe in for your company So tell us though, uh livi I would love it if you would sort of wrap this up if people wanted to start somewhere Where should they start? They're like, uh, okay. I see that this is all important. Should they start making videos? Should they get brand new uniforms? What would you recommend? Where would you recommend people start? So this is going to sound really repetitive and old But I would start with really looking at your core values They are so important and when I first started I copied core values from somebody right because I didn't know what to put Didn't know yeah Really breaking that process down because you cannot portray your brand Whether it's your client brand or your employee brand if you don't actually if you don't have those clear Values of your company defined and remember core values are for employees Right, they're not for clients And we didn't really learn how important they were honestly until we went through that us process And my team helped us build them Um, so really looking at this core values because once you get your head around What our values are at this company? You can start to portray that in images and in colors, right? Yes All right. Well, we are absolutely out of time and I really have like 10 more questions that I know I can't ask so Thank you so much for being here today livi You guys heard it start with your values Go a real quick if you don't have any core value cards real quick. Go do a search on values list It's a great place to start. I just posted one in one of my Strategic success circles today It's important. Absolutely important. All right y'all. Thanks everybody and we will see you next wednesday. Bye


Now, as you go back in time, we as geologists talk about ice house and greenhouse climates. So now I'm going to move into millions of years of time scales. So if we go back to 40 million years ago, this for those of you that are stratigraphers in the class, this is the boundary between the oligocene and the eocene, this is when Antarctica was first glaciated. And so those of us that sort of think about big glacial, interglacial greenhouse versus ice house climate transitions, this is a big one because that's when Antarctica first got glaciated coming forward in time. So if you go back to 41 million years ago, Antarctica is not glaciated. If you get to 39 million years ago, Antarctica is glaciated. So that's a big transition. Sea level dropped, global temperatures dropped, CO2 dropped, very dramatic. So if you go back into the eocene, we get temperatures and a world that you really wouldn't recognize because sea level is much, much higher than it is today. There's no continental ice at all. Even Antarctica doesn't have any ice on it, so you can imagine sea level, which is almost 100 meters higher than it is today. So almost all the great cities on the planet would be flooded. And that's a future that we can look forward to if we continue to pump CO2 into the atmosphere because that's also the last time the planet had the kind of CO2 levels that we are looking to achieve by the end of this century. So that's kind of a very sobering thought and why scientists today are saying, listen, you don't really want to flood New York, Paris, London, Shanghai, Tokyo, Yokohama. It's not a good thing, right? But that's where we're headed from a paleo-oceanography, paleoclimate perspective. So that's what the eocene was like, high CO2, very warm, no continental ice.


Okay, we're back live at Stratoconference. This is the conference of big data, and this is siliconangle.com, siliconangle.tv's flagship telecast, where we go out to all the top events and technology and talk to the smartest people who can find, CEOs, entrepreneurs, venture capitals, whoever's got the signal from the noise, extract that metadata, share that with you. I'm John Furrier, the founder of siliconangle.com, and I'm joined with my co-host. I'm Dave Vellante of wikibon.org, and we're here with Dave Rich, who's the CEO of Revolution Analytics, new CEO, you've been on just a few weeks. David, welcome. We broke that story at siliconangle.com. Yes, you did, yes you did. Yeah, so, well, welcome to theCUBE and welcome to Revolution Analytics. Welcome to big data, although you've been in analytics for quite some time, right? Coming from Accenture Analytics, so you got a big background in analytics and services. Yes, sir. So, what brought you here? Well, to this event, obviously, this is one of the premier events. I think, if anything, it really gives you the heartbeat and the pulse. If not, the brains of the business, and as I was commenting to some of my colleagues, is I view it as the end of the beginning. What do you mean by that? Well, if you look at this year's conference, and certainly in the exhibit hall, some name brand companies that might not have shown up in force as perhaps otherwise would, people like EMC and Microsoft and Oracle, and I actually view it as a good thing. What that says is that the enterprise adoption curve is about to go skyrocketing, which is exciting to me as a professional who's been in the business three decades, and certainly as it relates to the Revolution Analytics, we think we're in a great spot to take advantage of that. You guys have great popularity and notoriety amongst the tech geeks and the alpha geeks that people have been using are. It's been a great tool for people playing with data, partying with data, and all the good stuff. You're now the CEO. You've come from a business that people can relate to, Accenture, and they've been usually talking to clients about improving their business, and it's a consulting, management consulting company, process improvement, blah, blah, blah. Big data is offering probably one of the most unique opportunities right now to change business, landscape, across the board, financial services, healthcare, society, everywhere. As a CEO of Revolution Analytics, what's it like now that you have this vision of R going mainstream? You mentioned Microsoft, IBM even has you on the price list now. You guys are a great brand, and it's still the opening bell, if you will, of this marketplace. So what's your strategy? What's your to-do list for the company, and what's your vision for Revolution Analytics? That's kind of interesting. I brought a little of my to-do list for my previous role and my previous employer, which what I saw when I was there was that we were at the beginning of a big business transformation. I likened it to what business process re-engineering was back two decades ago and the wave of innovation, technology innovation has sort of accompanied that as the enabling platform, if you will. I think what business process re-engineering was to client server, e-commerce, a few other things, we called it decision process re-engineering, and that's the next new big management wave is just taking a look at the fundamental ways an organization makes decisions, critical decisions, and then the promise of what big data, and certainly increasingly, almost endless sources of potential data to bring to that process and to make people more informed decision makers, that's certainly what we were about, being as you pointed out a management consultancy leading that wave. I had the opportunity to come to the other side sort of bottoms up to say, well, we could be the enabling platform, if you will, we and our partners to enable businesses to do those types of transformations to your point. We have at Silicon Angle a new vertical that we launched last year called Services Angle and no one's really covering the services business and I wrote in a post yesterday on Forbes about big data here at Stroud and some of the trends changing the world and I said the statement in my post that in this tsunami of innovation and creation and this invention that's going on with big data, there's a lot of products, companies coming out of the Hadoop and everything else, SaaS, infrastructure as a service, platform as a service, but the side effect of all this is a boom in services business. Every startup I talk to, every company, they say, yeah, and we're launching as a service first to learn the market requirements. One, do you see the same thing? And two, what's happening in the services revolution? If this is truly a side effect, what kinds of value chains will be disrupted? What kinds of services will we see from drawing on your experience in the management consulting services business? I mean, we're hearing EMC's doing well on the consulting side Hadoop with Cloudera. They got great revenue.  This pure place service startup's coming. I think that's right and frankly, as long as there's technology and new technology, there'll be technology consulting and associated services, but I actually think there's an opportunity to even take it even a step further, which there's a term out there in the services parlance called knowledge process outsourcing, which is sort of the next new thing after a business process outsourcing. And if you think about what the potential of having data, having the ability to quickly sift through it, and more importantly have the data scientists, which are hard to come by by the way, and then marrying that with good business people to come up with insights, I think you're gonna see a whole range of businesses, maybe illustrative, people doing fraud as a service or people doing customer acquisition and retention as a service and be much more outcomes based, much more reliant on a platform and reliant on data and marrying that with the services capability and then the commercial arrangement with a client would be a gain sharing type model. And that will totally disrupt, I believe, the typical time of materials services and consulting business in profound ways. And I think that that's the next new convergence is people with data, people with platforms, people with business insights, bringing that together and the form of an integrated service will be the key next wave in my view. Do you see peer insights as also having an impact? In other words, the ability of a crowd to operate on those analytics in a way that maybe here to four, only a large consulting firm could? Well, I think, I'm glad you said that. The reason I joined a very enthusiastically revolution and great to take this on is I think revolution as the opportunity, as the storefront, if you will, of the community, to crowdsourced with the help of the community and the involvement of the community. And again, I'm drawing on my experience in the past coming from Accenture where we had a very robust knowledge exchange which tied all of our 250,000 professionals together to where we shared in our knowledge capital, our know-how and frankly, that was a closed community. Could you imagine if you were much more open where knowledge was being shared and captured and I think that the opportunity for a revolution is that we could effectively orchestrate that, facilitate that, that knowledge exchange, if you will, and in fact be much more of a two way perhaps where you could actually crowdsource business problems, you go down to the community. And in fact, if you have the right mechanism in place, they can even contribute to the collective knowledge capital. When you joined Revolution Analytics, what impressed you about R? I mean, because obviously you're going to a company that's doing very, very well, but they have a good product, right? So was that the product? Was it the team? All the above, what got you really fired up to come in and take over the helm at revolution? Well, I do think it, first of all, it's a good team. I think the team has been assembled there, has a passion for what this could be, as well as what it is. The products themselves, I think the work that has been done over the last two years, not just to create the market presence, but to create the first set of foundational products, I think is excellent. And I do think that it's at that position to really take off. And my hopeful contribution will be the fact that the last three decades, in some form or fashion, I've been a student, I call myself a cultural anthropologist, except that the culture I'm talking about is what it takes to go into an enterprise and essentially insert new technology and watch the assimilation occur. And I think that we're at that point. And the revolution I think is in a position to take advantage of that. So you guys are all about our big user base, probably a couple million users. But for those who don't know, let's talk about what is R and why R and then why revolution analytics. So why don't we start with what is R? In the advanced analytics world, there's basically been two major programming languages. So think of it like COBOL, if you will, back in the mainframe days, SAS and SPSS. A community came along, most of the academics to start, but there's an open source community that created a language called R. And again, I'm an old timer. It reminds me of the promise of object-oriented programming, but it's just a lot easier to do and take advantage of lots of things. So the new emerging language, and if you go on campus and you ask anybody coming off campus what they're doing, probes and stats and any other course that they have, it's in R. Like it's like SPSS in our day, you know what I'm saying? That's right, yeah. So there's now a third language emerging on the scene. And it really, it does remind me of the shift from COBOL to C++. We've seen the movie before in other types of IT technology and I think this is where we are really. And it's a classic. You talk about the end of the beginning. IBM buys SPSS, we're an SPSS shop. They totally changed its pricing, jacks it up. We're like, ah, a heart attack when we had to go renew. And so along with the sort of modernity of R, we've got the legacy guys just trying to squeeze as much profit out of the bases they can. Okay, so that's good. Now, why revolution analytics? Well, we think it's actually a good thing. In fact, when Oracle recently announced that they're standardizing on R, we actually thought that was a great thing. Because the same thing happened with Linux. If you think about what happened a decade or so ago with Linux, it was sort of similar. Some of the legacy customers were tired of paying the high license fees. And so they put Red Hat in business. And I think that we, in fact, we say that quite often is we're the Red Hat of R. And we think we're right in that exact same inflection point that Red Hat was at, Linux was at. And that's why we're so excited about our position. So, talk a little bit about with your experience in analytics and business intelligence. Do you see, I mean, obviously these two worlds are coming together, right? But I remember the days of, and they're still here, dashboards and KPIs and balanced scorecards and it really became a staple of reporting and everybody wanted to get beyond reporting into predictive analytics. And, you know, kind of happened, but it wasn't the epiphany that we feels like now with big data. Are those two businesses coming together? Absolutely. What are you envisioned for that? Yeah, I think the way I describe it is, is that rudimentary management reporting, don't confuse management reporting with predictive analytics. But I do think that performance management, meeting predictive analytics at scale is what the opportunity is. And so, in my former role, you know, I used to say that BI or descriptive analytics is all about the what. That's the data. It's the what, what happened. And what it really doesn't do is give you the so what, or more importantly, the now what. And so that's the promise of the marriage of the two, is being able to do a quick situational assessment and then, you know, with some of these predictive analytics techniques, helping clients gain not just the insights, but then perhaps even inform better decisions, which is why we say, decision process re-engineering is really going to be the next new management wave. What's the strategy for you guys this year? So now you guys got some good partnerships, obviously great traction. What's next? What's your, what's your outlook and strategy for the company as you take it forward? Yeah, being, taking the foundational building blocks that we have and creating what I call role-based workbenches. So things that if you are a programmer, view it as like a programmer's workbench, or a designer's workbench, or an installer's workbench, or if you're actually in the stat department, you know, it helps you be able to, to effectively create better use cases and what have you. So we're focused on creating those, what I think would be critical to any kind of enterprise adoption. Those role-based templates and tools to improve the productivity, both of the people that are in the IT department or the people responsible for the environment, and as well as the practitioners, you know, needing to have productivity aids to make it easier and more accessible. Talk about some of the partnerships you guys have done as an example of the kind of relationships you have in the marketplace, and talk about the kinds of things you'll be doing going forward. Well, I think you mentioned one. I think we were just recently added to the price list for Netiza and with IBM. So that's a great partnership and we're excited about that opportunity. And there's more to follow. I know that Teradata and others are companies in EMC, Green Plum. I mean, I'm sure there'll be more that will want to do that, but we're particularly excited about our relationship with Clodera and just, you know, getting into the whole world of Hadoop. And so we're gonna be a little bi-directional in some of our thinking. And what I mean by that is, is that there's still a lot of on-premise environments out there, yet increasingly there's gonna be a lot more that are gonna be off-prem or some hybrid solutions. So we need to have platforms that are either for the cloud or private clouds, and then some that are more in the traditional data appliance arena. So okay, so where our goes, you go and make it better along the way. That's really the strategy. All right, David. David Rich, thank you very much for coming on to theCUBE. It's great having you. Good luck with the new role. Thank you. It's a pleasure seeing you. Okay, thanks for joining. Welcome to theCUBE.


I just think it was a massively wasted opportunity and frankly to hear Andrew Bailey saying that they had deliberately not, the bank had deliberately not incorporated any kind of test based on climate considerations. That was a deliberate thing and because in such a grave emergency we wanted to focus on the immediate priority of jobs and yet we've just heard although you can't comment on it that that wasn't even particularly successful in its own terms.


Good day everybody. Dr. Sanjay Sanyal, Professor, Department Chair. So this is going to be a demonstration of the subclavian and the axillary artery right from the neck all the way to the axilla. This is a subangian ever. I'm standing on the right side. Camera person is also on the right side. This is the brachycephalic trunk which I've lifted up here at the thoracic inlet and from the brachycephalic trunk we can see this branch coming out. This is the common carotid artery on the right side. This is the subclavian artery. This is a digital subtraction angiogram showing right subclavian artery and the right common carotid artery. The subclavian artery has got three parts. The first part is the portion proximal to the scalinus anterior muscle. So therefore the first part is from here to here. Then there's a second part which is behind the scalinus anterior muscle and that portion we have cut and we have taken it out because that's the only way we can see it. And then we have the third part which comes from the scalinus anterior muscle to the outer border of the first trip which is here. After that it becomes known as axillary artery. So these are the three parts of the subclavian artery. So let's take a look at the branches coming out from the first part of the subclavian artery. We see this artery which I have lifted up here. This is the vertebral artery. In the neck it travels in a triangular space which is bounded laterally by the scalinus anterior muscle and medially by a muscle here called the longest coli muscle. So it goes through that triangular space and then it disappears in the deep part of the neck. After that it travels through the transverse foramen of C6-5-4-3-2-1 and then it pierces through the posterior gland occipital membrane and becomes intracranial where it supplies a posterior cerebral circulation. So this is the vertebral artery. This is a three dimensional demo flight spoiled gradient recall MR angiogram showing the vertebral artery. The next branch is this one here. We had to cut it because the rest of the artery is inside the thorax and we can see the cut portion of the artery here. This is the internal thoracic or the internal mammary artery. This runs on the inner surface of the chest adjacent to the sternum. The third branch from the first part is this one which I have lifted up here. This is the thyro cervical trunk. The thyro cervical trunk itself has got four branches and we can see three of those branches. The first is this one here. This is the inferior thyroid artery and I will draw your attention to the course of the inferior thyroid artery and the relationship. We can see the inferior thyroid artery first goes up and then it goes down and it enters into the lower pole of the thyroid gland. This is the inferior thyroid artery and here it is in close proximity to this nerve here. This is the right recurrent laryngeal nerve. It is formed as a branch from the vagus. This is the vagus. We can see it is crossing in front of the subclavian artery on the right side and it is giving this branch here and this branch is then hooking under the subclavian artery and we can see that branch here and this is the right recurrent laryngeal nerve. This is a very important relationship. When we are doing a thyroidectomy and we have to ligate the inferior thyroid artery we are liable to injure the recurrent laryngeal nerve producing hoarseness. So therefore the rule of thumb is well ligating the inferior thyroid artery we should ligate it very far from the gland like what I've shown here with my instrument so as to spare the recurrent laryngeal nerve. This is the inferior thyroid artery. This is one of the terminal branches of the thyroid cervical trunk. The other terminal branch is visible here. This is the other terminal branch. This is the ascending cervical artery which runs up in the neck. The third branch of the thyroid cervical trunk is this artery. This is the suprascapular artery and we can see it is running transversely laterally and it is accompanied by the suprascapular nerve and it is accompanied by the suprascapular vein. The fourth branch is supposed to be transversal cervical but here we cannot see the transversal cervical. Now this transversal cervical the fourth branch of the thyroid cervical trunk is a little controversial. Some books call it cervical dorsal artery and this is supposed to divide into a superficial branch and a deep branch and the deep branch is also referred to as dorsal scapular and I shall show you the dorsal scapular just now from a different branch. So that is about the branches from the first part of the subclavian artery. Now let's come to the second part of the subclavian artery which I told you is behind the skeletonus anterior muscle and as I said we have cut it and we have taken it out. So this portion was behind the skeletonus anterior muscle. This is the branch from the second part and this is the costal cervical trunk. The other part of the costal cervical trunk is here. This costal cervical trunk according to the textbooks ideally is supposed to give two sets of branches. One is a deep cervical which supplies the deep muscles of the neck and the other is the supreme or the superior intercostal which supplies the first posterior intercostal space. Here we will see something a little different. This is the costal cervical trunk and when I'm pulling here you can see this is moving. So this is the other end of the costal cervical trunk and if you go to look here we see that this costal cervical trunk is giving the following branches. This is the first one. This is the supreme or the superior intercostal which supplies the posterior intercostal space the first or the first or second. This is deep cervical which supplies the deep muscles of the neck and this is giving the dorsal scapular artery which I said comes from the transverse cervical but here it is coming from the costal cervical trunk and this is going on the dorsal aspect of the chest and it participates in the scapular and astromosis. Then we have the third part of the subclavian artery which is the portion lateral to the skeletal anterior from the skeletal anterior to the outer border of the first rib. Ideally the third part of the subclavian artery does not have any branches but sometimes it can give rise to the dorsal scapular artery or scapular artery. The important thing about this third part is that it runs through this triangular space bounded by the skeletal anterior medially and the skeletal medius laterally and bounded by the first rib below. This triangular space is referred to as the skeletal triangle and the third part is running through the triangular space along with the upper trunk, middle trunk and the lower trunk of the brachial plexus and either or any of these can be compressed in an abnormal insertion of the skeletal anterior muscles or by a cervical rib or by many other factors and that is referred to as the skeleton syndrome or the osteoclavicular syndrome or the thoracic inlet syndrome. So this is about the subclavian artery. Now we shall continue and we will see the axillary artery. The axillary artery starts from the outer border of the first rib and it ends at the lower border of the t-rease major muscle. So therefore this is the extent of the axillary artery where my two fingers are located and this is the axillary artery that I have picked up here. It runs in the axilla and then it continues into the arm of the brachial artery. Let's take a look at the part of the axillary artery. The axillary artery has also got three parts. The first part is from the outer border of the first rib to the upper border of the pectoralis minor which was here. So this much is the first part. Second part is behind the pectoralis minor so this much is the second part. The third part is from the inferior border of the pectoralis minor to the lower border of the t-rease major. This much is the third part. And the branches are one, two, three. From the first part we have one branch and we can see the branch here. This is the superior thoracic artery. This supplies the upper anterior chest wall. From the second part we have two branches. This is the first one of the two branches and we can see this is supplying the lateral side of the chest wall. This is the lateral thoracic artery. The lateral thoracic artery runs with the long thoracic number of bell which I have picked up here and it runs on the side of the chest wall and supplies the sedatus anterior muscle and this lateral thoracic artery also gives multiple branches to the female breast which are known as lateral mammary branches. That's one branch from the second part. Another branch from the second part is this composite which I picked up here. This is the thoracoacromial artery. The thoracoacromial artery has got four sub branches. A pectoral branch, deltoid branch, acromion and a clavicular branch. And this thoracoacromial artery pierces through the postocorochoid membrane along with the lateral pectoral nerve and supplies all these branches. So these are the two branches from the second part. Now let's come to the third part. The third part has got three branches. We can see this branch here. This is the posterior circumflex and we can see the posterior circumflex is accompanying the axillary nerve through the quadrangular space. This is one branch. There should be an anterior circumflex but we cannot see it very clearly here which is the second branch from the third part. And the final branch from the third part is this big artery. This is the sub scapular artery. The sub scapular artery as it continues down it divides into two major branches. And one of that we can see here this is the thoracodorsal artery which accompanies this nerve. This is the thoracodorsal nerve and we can see it is supplying the latissimus dorsi. And the other branch is the circumflex scapular which goes through the triangular space and participates in the scapular anastomosis. So these are the three branches from the third part and after that axillary artery becomes continuous as the brachial artery. I need to tell you something about the scapular anastomosis. The scapular anastomosis is an anastomosis around the scapula. It's basically an anastomosis between the branches of the first part of the subclavian artery which I mentioned just now. More specifically branches of the thyrosurvicar trunk namely the supra scapular artery and from branches of the third part of the axillary artery. More specifically the sub scapular artery and its branches namely the circumflex scapular artery. This scapular anastomosis plays a very important role when there is a subclavian or proximal axillary occlusion. This is the digital subtraction agigram showing collateral circulation in proximal axillary occlusion. Because of this scapular anastomosis if it is necessary to like it the axillary artery we should do it proximal to the sub scapular branch so that the sub scapular artery through the scapular anastomosis can feed the circulation and continue to feed the arm. Another point I need to remind you is that as I mentioned the subclavian artery passes through the skeleton triangle but what about the subclavian vein? The subclavian vein is this one here. The subclavian vein is formed as a continuation of the axillary vein on the medial side of the axillary artery. The subclavian vein does not pass through the skeleton triangle instead it passes anterior to the skeletonous anterior muscle. So therefore the problems of skeleton triangle do not apply to the subclavian vein. However the point to be noted is behind the subclavian vein is this nerve. This is the phrenic nerve. Phrenic nerve runs in front of the skeletonous anterior muscle and it goes behind the subclavian vein as we can see here. So this is running behind the subclavian vein. Rarely we can have an axillary phrenic nerve coming from the nerve to subclavius which can be in front of the subclavian vein and it can unite with the main phrenic nerve in which case this axillary phrenic nerve can entrap or compress the subclavian vein. These are all the points which I want to tell you about the subclavian and the axillary artery with their branches and their distribution. Thank you very much for watching. Dr. Sanjay Sanyal signing out. David Oh is the camera person. If you have any questions or comments please put them in the comment section below. Have a nice day.


Hey, everybody welcome back to the channel today. We're going to be doing a little bit more on BSPWM now It's been a little while since the first Video I did in BSPWM and those you've been watching my other videos now I've been spending quite a bit of time in DWM And it shows because I have no clue take care to run BSPWM anymore as I've completely forgotten I Will try to stop putting the microphone with my headphones really gonna stop that anyway, so today a Couple tasks. I'm going to finish up Rising poly bar up here. I would also like to add see if there's the ability to add some More workspaces to be to BSPWM because I need more than 10 in order to be productive I know that sounds dumb because I mean who uses more than 10 workspaces, but I do I'd love to do 20 or 19 or 15 something like that I'm also going to go through and clean up the Config file here just a little bit and get rid of all these comments and stuff. I don't need those and then I think After that if we still have time I will mess around with Probably The GTK theme maybe I don't know we'll see Just kind of a freeform video of me figuring out how to a little bit more racing if you learn something like as I say in all My videos. These are not tutorials unless I specifically state. They are tutorials. This is more just me going through and Rising my own system if you learn something or if you learn how not to do something which is more likely Then uh, you know, it's gonna be grand. So anyways good for you. Yeah, so The thing we're gonna do first. Let's um Actually what we want to do is Let's go to a different workspace here and CD into dot config BSPWM and Go into poly bar and Go into config Okay, and then Then I want to I want to look at my I3 poly bar. So we need to do a vertical split See till the slash config I3 oops poly bar thing, okay, and This is scrolled on here. There's a Mod or module I have called Divider oops And what I would like to do oops damn is Copy that and Go over to the other one. Oops. Oh, that's really dumb Okay, so in BSPWM apparently mod or in this least in this one at mod Like H or something takes me to H top. All right.  So what we want to do is And divider divider Divider divider I'd Okay, oops. That's because Now that's interesting at that killed poly bar, but didn't restart it Just adding that shouldn't have done crap Okay, I wonder why that's really weird. That should have just added dividers between each module Hmm. That's really weird. So let's go down here Make sure I you know Copy that over properly It looks fine It's gonna have something to do with fonts. I'm gonna tell you this right now I guarantee it's gonna have something to do with fonts Fonts are always the bane of everyone's existence. Okay, so let's look at the difference between the fonts here and The ones in my i3 config where I know it works Oops, yeah Let's see here now see this is much this is much different. See I have See let's just go ahead and top of these all over and I'm gonna have to go back and yank the other ones Again paste and wq and I'm gonna have to go to three here and see what restart BDS PWM is cuz Super why no, that's not working No audio stuff and we have to go back down This is basically Arco's stock BS PWM config so I haven't played around much with this and there's a lot of Weird stuff in here, let's see Super control kid that's does the pre-selection Reload Super shift R should reload super shift R does not reload That's really weird. I should reload Weird All right, you want to want I'm gonna pause here and Restart and see what the hell is going on because that doesn't make any sense because that should just work That should just work. Okay. Give me a second Okay, as you can see I still have no poly bar And I don't know why so We're gonna I Don't know why that doesn't make any sense that I have to be doing something funky So it wasn't a font issue. I would have sworn that would have been a bit of benefit But you want to know what we're just gonna go through and delete all these were dividers Okay, and we'll go to the end and we'll just go ahead and delete all this and there's probably bar again Weird and the spacing now is all messed up Because it's using different font. That's the reason why oh weird but Apparently I can use those dividers I mean, that's just Weird, okay Wow Let's see if we can't get rid of that that weird padding That's gonna have something to do with I got hate that. I hate that extra space in between Okay, so let's look at the padding here, let's see do to do format padding make that does zero Don't know if that worked or not That's padding I mean it's removing some And the next one is a pay volume here and See here file system, okay, we're going for padding padding padding padding Hmm I don't see you padding there at all Wonder for spacing and spacing is not gonna be the same thing Okay, so we're not gonna get there's no padding option there But I'm saying Okay, the next one is date one Okay, and date two might as well do the same thing here You know, I mean that's a little bit. There's still so much space. Why is there so much space? It's gonna have something to do with the fonts. It's always the fonts and I'm not sure why it wouldn't take my dividers Okay So that's a disappointment. So we're gonna go with Dracula coloring we've done the poly bar Now the question I have is let's move this to tag two and Open up a web browser here. Okay That's good We want to find out if we can use use half termite Different config That's what I want. I want you to different config file each for each On term except so I use termite as my Terminal emulator here. I want to be able to use a different terminal a different config file. So right now CD So right now I use this and this has pie wall coloring and It's pulling that pot that pie com coloring from my ZSH config so I don't think I'm gonna be able to change that without a because I Want to keep pie wall for when I use DWM, but I don't want to use pie wall here Yeah So it's making termite use a different config file isn't actually going to do any changing here See right here. I use these are for pie wall here Do-do-do-do-do-do I don't want to delete those because like I said I use pie wall in DWM And I like pie wall. It just You know, I want to see I'm interested in seeing what pie wall would look like with poly bar. Okay, so Poly bar can read colors from x resources to set the bar's colors Well can also reload your config file for you automatically if it detects a poly bar is running. Okay, so if I copy this Over here close out that and What we want to do here is comment this out here and comments in this are done with semi-colons, which is a Dumb way to do comments. Why can't you just use? Hashtags like a normal person Okay, okay, so see that And made it look really weird Okay, so in order to for that to be proper all these module the regular module the background Hold on a second Because right now I'm using the background here. This has to be This yeah, see and now if you're using pie wall now if I go and do this if we search Let me find a wallpaper here that's good It doesn't really matter what what I use I guess I'm on my other screen if you're wondering what I'm doing here So if I do wall dash wall dash I And I haven't minded this to a key binding it. I'm going to do that eventually I do pictures Walls 410 7 Maybe something a little bit. Okay, so for you if we're gonna use pie wall here We might as well go through and use pie wall and BSPWM as well. Let's see how that works BSPWM right here So all we'd supposedly all we have to do is Add From here here This and CD up of and CD them BSPWM RC we can close this We want to do a go-through and Comment these out because I don't want to lose them and just control this Q Enclosure R yeah, and now if we do If we look for do a change of wallpaper wall dash I pictures walls We'll find another one Do-do-do-do-do-do. I have a ton of wall papers. I think everybody does. Oh, this one's good Benjamin Davies cool Now obviously in order for the modules themselves then to change To a different color. I'd have to go through and change all those back to Foreground the foreground of those to this a CD into BSPWM Polybar config okay, and we want to let's see here foreground we want to V into this And yank it. Okay, so that's your first weather.  All right. Let's just go copy it. I think I have We want to call it copy this Oops, I don't think that this is gonna work I think what this is gonna do is make this like white. I have a feeling it's gonna make it white No, it made it a weird great brown color. Let's try one of the other ones. So memory two oops and That's gonna make them all the same color. Oh, that's disappointing. That's kind of ugly Let's change it to do it. That's just a weird colors game in it. See wall that's I and We'll change this to a different background something a little bit bluer I'm gonna go blue or dark. I guess that's a d8 eight. I see that's cool I don't know that actually changed. It did change. I did But they'd all be the same color. That's not that's not bueno, you know That's not good So how would I make a different color? You can use foreground alt primary It's just color one to a two that could you use different colors? foreground dash alt so that's a memory to alt That did nothing that did nothing probably because the colors are so similar. Okay. Well, that's interesting So pie wall works cool pie wall is a cool program. So for those of you don't know Pie wall basically as you've seen makes color schemes and it changes your terminal and can change your poly bar and changes the You know the background of you know look like the border here changed and that's cool But apparently for poly bar See where you All you can change is that It's a bit disappointing But I'd like to be able to do is have it set up so that it used so like You can see here it gives you the palette So it could be cool if you could use that palette in each module so that they were all different I'm guess I'll have to do some research on that and see how it works. So let's Change to a different wallpaper and see what looks like something a little bit different So I'm a little different. Let's see here. Okay. That's a little different. I guess It still uses weird colors. That's cool wallpaper. I Still live from someone. I don't know who I suppose we could do Some of the really dark this one's here call is called solar Doesn't really change anything you know like a background of this is supposed to change and I Forgot that. I have nitrogen in the background that restarts every time we start to be some Bspwm. Okay. Well, this was basically a waste of a video, but you know Learned something from my mistakes Today we've learned that for whatever reasons the dividers weren't gonna go into Bspwm You know fine or whatever. I'll get sort of figure out why that is We've learned that pie wall Is the only mediocre with pot poly bar? That's not really all that great Because I'm sure I'm doing something wrong. So I'm gonna have to do some little research and we'll talk about that in part three Maybe if I do a part three of this Maybe we'll choose a different color scheme because it will just do a color scheme and screw pie wall because I wasn't Originally planning on using pie wall today. I was gonna plan and continue with Dracula, but I didn't you know Succeed in that endeavor. Anyways, so if you like this video, give it a thumbs up if not thumbs down Make sure you submit the subscribe button in the little bell notification icon thing there if you want to Watch any more of this utter nonsense because this is what that's what this is utter nonsense I will leave a link to pie wall in case you're interested in messing around with it. I'm gonna continue to do so Even though it's not as great as I always you know had hoped it would be Because it doesn't change enough, you know, I'd love to tie pie wall to Firefox change Firefox themes that way That'd be really cool, but it's not you know not gonna happen. Anyways, thank you for watching and we'll see you next time


So now that we're understanding sort of the basics of the computer one of the things that we do is we don't spend our days Writing in ones and zeros it would take way too much time And so what we have are these programming languages and there are dozens probably hundreds of programming languages In our class we're going to be using Python, which is known as an interpretive language You see different languages have different syntax to them That's no different than when you think about English versus German or French When I say hello, I can also say bonjour or I can say Guten tag, but it all matters based on the syntax Now what happens is I'm going to take all of a sudden these different syntax school terms And I can create something known as source code that source code is going to be our program It's going to be something that we understand computer doesn't really understand it And that's actually where things like interpreters and compilers will come into play. They will sort of digest our English language that we write out in syntax and Converted into something the machine can understand Well now that we're talking about, you know Understanding things it might be a good time to actually think about thinking and what does it even mean to be thinking? Well, we actually can break down thinking in the two possible states declarative and Imperative declarative is the statements effect. It's things that are just they are that the this Pen is black This phone is a Samsung Galaxy s6. This LED light is orange Pi is three point one four one five nine two Whatever That's pretty simple stuff, you know, it's very statements effect But then we get into this idea of imperative and that's the how to this is where we always hear this term of Algorithms now algorithms That's actually a very important term when it comes to computer science because we're going to be using Declarative language a lot, but it's going to be the imperative knowledge that We bestow on our programs. That's going to be really important and I say bestow Well, the idea you want to think about it is You know, I can give a man a fish give a man fish you have one fish But the idea of teaching a man how to fish, you know, you cast the rod you flick the wrist go near the near the Land and whatnot all of those subtle nuances those are Where we build the algorithm for something like fishing and the same kind of concept can come into play We're going to be doing this Think about it this way. Let's say for example, I wanted to For whatever reason have the surface area of a cube Pretty boring, but what is the surface area of a cube? Well, it's not just a statement of fact because a cube can be small or big and Rectangular all these different things so we start to look at the different sort of Declarative statements of it the cube has a length it has a width it has a height Now all of some what we can do is now that we know the declarative information of the length width and height We can say well here is a formula for calculating out The surface area of a cube once I plug in all my numbers. I can then kind of calculate it out I can do the multiplication in place and addition in place and then then I know all of a sudden the surface area of a cube So one of the things I said we were going to do is we were going to be working on Python now Python is just one programming language dropping the bucket Developed by Guido von Russen works at Dropbox currently He did it because he was bored during Christmas one day. So that was kind of fun But tons of companies use Python Google Yahoo Eve online NASA Walt Disney feature animation Really, it's it tries to make things simplistic All these other different languages if we go back to this, you know, semicolons and data types Kind of weird and confusing and oftentimes that's where beginners seem to have a lot of errors Python just says let's forgo those Subtle nuances for the time being and let's just focus on getting the logic down. Which is pretty nice