Organizations these days for whatever reason have adopted agile or the process of adopting agile and You should be interested in knowing when agile breaks. What are those things that would you know pull? You know agile going to Meeting its maximum speed. So that basically is the intent of the stock and before I talk I need to understand the crowd. I've been saying from morning that the crowd is a little tough Not so interactive to the extent that I was expected. So We need to have a nice break Familiar characters. Yeah Yes My my trouble is I do not move forward unless I Unless I see people as noisy as I am Okay, and I'm a little deaf. So you got to be loud. Yeah, you had good lunch. If not, so great lunch It's not a home food. So Familiar characters Familiar characters Who is the favorite character in this Tom or Jerry hey, I'm not going cold here Stuff that you have seen you continue to watch perhaps with your kids Okay, was it go with Tom who likes Tom and for what reason Tom's a poor guy and so he likes to mock at socialist Any other answer Okay, he never gives up Any other reason any of the reason for liking Tom No, the reason is it okay for those people who like Jerry? Why do they like Jerry is very Jerry is very tricky. Okay You like your manager I mean, there's been a lot of jokes going around on manager poor managers Okay, any other reason for liking Jerry Please smart. Okay, any other reason is that all you're thinking I mean please not think I mean This is I mean, there are no points to it. There's no success failure thing.  You like a character for what it is and Jerry is very adaptive he's very adaptive to changes no matter what change Tom brings Jerry is always there to break Okay, so that makes it interesting. Okay By the way, this has got nothing to do with my session I just hadn't because we need to break we basically have to you know Break the silence bridge the gap between us that basically is my idea and there's also another secret agenda Which is usually the audience have the highest, you know attention span for the first Few minutes or up to five minutes after that. They're not so attentive and if you're more attentive to this The rest of my talk really goes off easy because you're not very attentive to my talk and I can blabber anything I like So they asked This has got something to do with my talk perhaps but we'll figure it out You see these characters three different images there Which of the character you can associate more to the agile adoption in your Which of these images is one two three the skeleton class it's a full muscular man here There's the skeleton thing Which do you associate more to you know agility in your organization? Answers Still no points. I mean there's no winning no losing. It's okay It's still your thought process No answers Middle one. Why is it you follow scrum? But not any okay, so you follow scrum because you can go about saying yeah I'm a child. Okay. Cool.  That's not my style. It just doesn't work out I'm not a great speaker. I know my weakness, which is a reason why I make my top very interactive Yeah, and and my intention is I should learn by the end of this half-hour. I should have some takeaways. Yeah, so then Which you associate to your you know agility which one the skeleton Because a jealous yet another process That's how your company calls it us or like this the first picture why why the first Anyway, I leave it to you.  We'll go to things later. Okay, but generally I see a child more as this on the first picture because the way I see This to do agility the way I have been in a project team is nearly everything matters. It's not like okay This is not required. That is not required every practice that somebody has put it And or has probably preached it. It's out of their experience So you'll have to see how your experience and project connects to it that experience and start implementing it in a project That is true success. So I mean, you have to see the see the value out of these products practice And not see it as mere process a lot of them Take agility as I go to consulting thing. I see people see more as yet another process Right, you see people actually giggling on the ground saying, okay yet another process in place yesterday It was CMI today. It is urgent. Yeah, you have it on Okay, so the fun part is probably over. We've got hard lessons in place and that would require In a you to see as I'm going through flipping through each of these slides for you to retrospect to see How it is back at your workplace because that alone defines the success of the next half hour That you're going to spend with me first thing this one Like some of the things that I see a problem as problem in in the agile is is this hierarchy thing I have the kind of, you know, doesn't help accelerate teams big way, right? Before I move forward some of the things that I see as problem in hierarchies Hierarchy Command and control thing. I'm a superior guy and so I know things better happens in your organization show of hands Right.  I know it Right. You say it. Yes, show of hands. Oh All liars Okay, at least you are not your liars That's laughter, right? I mean, okay, so the best Way you can start learning is when you start admitting reality, okay That's that's really very important. I do not know the number of times that I've failed not lost come I've failed so many times, but it is only those failures and the lessons that I've learned out of the failures Isn't a brought me here So so it's going to come with you again Yes, you're kind of familiar with this Happens you see your boss saying we got to do this thing Without giving sufficient and a reason as to why you got to do it. Yes Yes, your bosses are around so you don't want to show your hands Let's let's do another world. Yeah, so offense How does the love hierarchy show offense? Let's change the question. We love hierarchy How does the love hierarchy? How does it make flat structures? So offense you like flat structures. Oh, come on. Come on Okay, so so let's go with the honest person first. You said you like hierarchy. Can you tell you why you like hierarchy? Yeah, so so you like hierarchy because tasks can be Otherwise, it's a little chaotic just about everybody says, okay, I'll do it, right? Actually, people don't say I'll do it. They'll do it. It's like the Indian fielders when boss ball crossing on They'll actually raise hand Outside the boundary they'll actually pick the ball and throw it to them. That's cool Okay, so so here's one reason I Believe that people like hierarchy. It's because It's again Characters we can start from the safe similarly everything is at home usually the latest You probably if not your dad's friend your cousin's friend your sister's friend Somebody who comes from this air. Yeah, I am a tech lead in this company What are you doing? Oh, I'm a developer in this company. Okay. He's a techie. I say same cousins, right? So the same because this guy's a techie.  Yeah, I mean you Happens at our home. That's how I mean. We always crave it or have I need to next in a break go to the next This happens. Yes Okay, sure fans is probably a bad idea. Let's do shouting. I mean, then you do not know who is shouting, right? Yes Okay. Yes Not so loud probably have a different idea if you have a different idea, but you know speak out why Right. So yes Okay, now it's a little higher. Okay So so that's one thing. So you probably want to go home go back home and say this is what it is The other reason that is about it's like people saying, okay My friend in this company is such and such a position, right? Isn't this he's he's somewhere growing in the hierarchy Right. So the motivation factor in reality has changed from their nature of job That's a sad thing. There is so much In development the way at which technology is changing is so crazy. There's so much to learn and technology friend There's so much that's happening On the business analyst side something I can tell from the delivery thing I've seen business analyst writing poor user stories. Hell. No, I mean Pathetic user stories really long ones and then say I do not know how to break these if any of you Have got ideas. Well, I'm okay taking it off. That's not being a job That's terrible thing Business analysts do not spend time reading books Everything nearly in software development is a craft to be better than right be it software development I would be coding the business analysis be writing user stories be talking to customers be negotiation Now there has been a lot of jokes going around on the manager Right, so but that nine years have got their own roles to play So like Sunil Mughra was talking about servant leadership So if you are probably in any position of influence your role changes from be given, you know instructions You're actually facilitating to getting things done Typically things that happen in a project management is conflict between two different roles between These are things that are so so common in their projects. These are not bad at all If those things happen, it's good. It means people are thinking people are thinking on their own terms and they are fighting managers got a facility typically The manager's toward question mark is that you redo it question mark what happens? Then there is a conflict between ideas and project. Is there somebody who wants to share the story? any volunteers There's no conflict management in projects at all things are just more because it's one way somebody gives an instruction somebody is does that yeah, I You hope that things are being done at least you think things are actually going on in reality. It's not okay So that's another problem So before I go to the next slide. I want to ask this is any managers here. I Am not going to offend you for sure. Definitely. So can you actually say what is your role as a manager? you're doing in your company and Is it in a giant company or it's not I mean it's something again if you can throw some context around To ensure that everything is So that's more that's what I From my perspective the biggest challenge that I found is that many times during the requirement In stage or even during the daily standard Is the entire team Concentrating on what the protocol is Saying there are they giving the updates correctly as in what are the challenges or what are the blockers that they have? Because many of them what happens is they wait for the last woman So so as a manager it's like he's saying his job is to make sure People you know come out of their thing and then Basically do their job, right? So do me it's more about yeah facilitating things make sure people come out of there You know she'll not actually talk it's about self-discipline. It's about you know Ensuring or inducing that self discipline info in folks, which is what servant leadership is talking about do what it takes to you know get people on on track The other thing generally the troubles me and I see in a jelly companies that this cubicles This kind of cubicles that you see on the top. It's a terrible thing You cannot go really a child with all those things here are some of those findings things that I see happen And the cubicle system is it gives you so much privacy that a person ends up Facebooking person ends up reading a person ends up day-long trading Between nine and three trading hours. So I mean depending on your roads depending on your passion Are you end up in all these things? Yeah, you have seen this. Yes Yes happens right so too much of privacy is kind of a problem Something I mean I've been there. I mean I've been there. I've done all this Bullshitting business I've been there as well So for me this this thing kind of hell and recently this is a new moment that's starting up I'll just catch up on it sooner Typically we call this thing a stunning table culture. It's good. It's a way into which self-discipline is enforced I mean Facebooking if you still somebody that Facebooking is bad You tell somebody tweeting is bad if you tell somebody that trading is bad. It's a pathetic thing people will actually come back to saying Aren't you not doing it back in the cubicle right the other way the other reason is when you are here Even when someone is there in the cubicle say a person pins him for a required reason A tester, you know things a developer saying hey, I have a defect if a developer is not interested in that Testers defect is not going to answer it in his eye or whatever chat mission thing it is common things that happen in a cubicle system Yeah, I mean it is breaking your communication, right? That is a barrier in communication Kind of things are solved in that I've seen experience in this planning table culture. You're right there sitting across the table It's easier to talk show say hey, I have this problem Can we fix this thing up? Am I on the right track? Is my thinking correct right across the road? It's easy and Things are slightly more. I mean it's this kind of this adoption is going on because there is a study that has come up Big time that software industry has gone to the highest level levels of what stress, right? I mean folks in software industry are leading a very very bad life If you're gonna sit in your you know desk for more than are continuously it is gonna harm your health badly So that's this book called the healthy program by pragmatic publishers. So if you're interested, please I mean I'm not saying whether you're whether or not you're interested. Please pick up the book. I read it It talks so much about life Right. I mean the importance of healthy living I mean in your workplace So if only you're healthy in your personal life, you know, actually be healthy in your workplace So so that's very important a reason why this thing has come up I've seen these things come up of late adopted in a lot of companies where people when they're working here They when they think they want to make it bring about some change. This is gonna change move places They go back people stand here than the court Standing is good. It's much better than you know, you know being Seated on the chair. So things are changing a lot is happening Start going through these things. It's really important. It's it's good for you. It's good for your teammates, right? So blind obsession with tools The moment somebody talks about agile adoption people talk about okay, what's the next product that I want to buy, right? Typically people would say, okay, I need mingle. I need Jira. I need What's that rally? I need version one what not whichever tool is there available in the market or go get it Because why it's not because it is helping the product or the project team is because when they are familiar with the tool They can put it back on the resume saying I'm familiar with this tool. Hell.  Reason why people go with certifications is the same thing they can put it on their titles, right? They can add CSM. They can add PMI or whatever. I mean, what is more important is one adding it I mean, I'm not against certification so long as you have the lessons out of it learn the lessons But would be more into this certification thing with more into this tools thing because Because it will help you say, okay, I know this tool. I'm used to this tool. How did it? Give you value. How did it give value to a customer? I don't have an answer. I mean, that's where you'll end up people saying it And the worst is I will put it, you know for likely how well it was not my choice that company had actually asked it And so I had used it Just we're using it and and we thought of using this project management tool But then we had a poor infrastructure it so it was kind of flaky I mean you grill more and kind of get different answers out of it So the best thing is always focus on value delivery. I really repeat it. That's more important There's so much fun. There's so much learning that comes out of it Then using all these tools. Those are not bad. I'm not against it But go slowly when you're using the tool see at every single thing that you're using that how does it affect? Positively your project your team your customer, right? I mean that is important.  A lot of companies in trying to make stop is it you're not familiar this Velco It's such a common thing. All companies here. It's got this Velco thing. Yes, so offense And this is the company not with you so you can happily do it so offense go offense. Yeah Okay, for those people are not Races I'm curious. What are you doing? How does How does it work in your company? I I don't know. I mean I get some appraisal a of the day That's what matters to me. Yeah, that's what it does. All these are in France answers Oh, come on Answers Man, just speak your whatever you want to speak and then leave that that's what you have in your mind today It's all Velco Okay, let's go this other way sexes will go Let's shout. Yeah, Velco is a thing that happened in our company. Yes Yes Yeah, so any ideas why this is a problem Somebody wants to share their experience or maybe as this objective leaders, maybe not in your company But what you have seen what you've experienced Okay, maybe I'll make it even more polite. Maybe not in your company. Maybe in your friend's company. I Cannot talk bad about my company in my in a conference at and that too publicly when somebody is videographer I don't want to get in trouble. Yeah Okay, let's make it safe your friend's company And you don't have to name your friends companies or no offense to the company. So please all enters Yeah Yes, no, what's the problem? Okay, I've got 10 minutes. So I'm gonna rush the trouble is Belkov talks about saying these are very very much the extreme thing that you sing the superstars and pathetic guys Basically, these are these are rare events in a project But what they come enforces is you'll have to forcefully bring in You know these kind of people and what in reality it turns out is not that there are people who are You know who end of the day fits in that very rare events are really bad It is it come it is completely at the discretion of a boss his boss is super boss Yeah, that's how it is, right?  I think you are you are there you are beyond Expectations right and then they've drawn this will curve And you've not got a good appraisal go back to your manager says yeah, it is all lost in in the overall normalization Sounds familiar. This happens, right? So so what happens? How does that affect agility, right? It affects agility because we end up saying Thank you. Okay. What is it that I need to do to break this metric? That's how the mind gets motivated You're instead of learning things on your project. You're motivated to break this, right? So which is why? We evangelists in some companies they kind of break, you know performance appraisal to to this performance at all Because they classify things if you know Microsoft has you know Thrown this stack ranking thing that's on a similar principle, right? So they've thrown it because it is hurting them It's like people are cannibalizing inside the project. That is the reality, right? Just to prove that you are a better off than your fear You can have Damage your fear and then you will do it. What good it does to the company. It's not it's hurting the company The reason why they have gone. So some of the companies that I know off They kind of remove this performance appraisal and performance thing performance and feedback thing feedback has to be continuous It has to be very very frequent, right? I mean pushing it to a there towards the end of the performance Thing is this is a pathetic thing Another thing that happens with agile why people hate agile is a lot of meetings People get into a meeting room discuss they say meetings and collaboration. We are collaborating Collaborating so we need to get in a meeting room and what happens in the meeting room. It's either These things some kind of a fight or you have people sleeping like even as I'm talking I Know some of them are sleeping. So it's a very common thing because the moment it is one way people tend the other folks Time to sleep now quick question. Where do you think this happened? meetings in which Happens It happens with retrospective End of the demo you show it. There's a problem. They're not happy customers. I'm not happy with this You end up teams have immediately have a trust but it's because of you. It's because of you.  They do not solve the problem at hand rather. They're trying to say who they can do the blame came So that's where I think agility mindset is important It's about the team think it's not about one person thing. The other thing is this During the demo you would see a good half the team sleeping, right? Somebody doing the demo They say now tell everyone has to be the entire team has to be in the demos. I'm there. It's not my business I'm happy you sleep. So some of the tricks that works is make sure it's not just one person Who's given the demo make sure that comes everyone gets a chance to demo it to the customer because that's how the customer That's how every individual team gets the feeling of ownership, right? That's how our self discipline is brought in And in retrospective make it a point not to blame another person. Just focus on the incidents I just focus on the subjective thing try to be as objective as possible And the problem is always make sure in any of your meetings Time box you've not arrived at it close the meeting and then move on but then you really have to figure out Time boxing and then come to a conclusion. That's where facilitation comes in now That's where probably if you are a manager, we'll have to focus on this It's a hard act. It's a very very tough thing You can take a number of books and start practicing and it's it's a worthwhile exercise now That's something that you can take pride of you can tell them that okay. I'm a good facilitator. It's a fantastic thing Not everybody can be a facilitator not everybody can be a good conflict manager, right? Conflict resolution skills hard scale right? It's very very important. So these are skills that one needs to acquire So every role has got something, you know The other couple I see it as is working late hours what they see is this dedication commitment quality What the ground reality is this you have people cribbing around say this this fellow he sucks That is clever. You know what he did.  Yes. No Yes, another it looks Counter-intuitive right you want to reward somebody who is doing good, but here's a problem When you reward somebody who is good It should ideally be like like a democracy, right where the entire Votes for a good person But what happens in reality is that the manager or where the boss the team besides who is the best person? To be you know declared a superstar. This is a sad thing So so like like like in a World Bank thing any person has got just one word, right? So so it has to be a socially electric thing one Secondly a true superstars one Is not okay. He's not one who actually contributes big to the project He's one who contributes big time to the team, right? I mean that's a superstar So when next time when you actually work for a superstar what the team needs to see something that we actually have Discussing around is like we tell them what is it that you've learned from this person to call them a superstar Now that that changes the very dynamics of voting now if you say okay I'm gonna vote him a superstar because he's brought this many changes in a project He alone is going to be the knowledge pillar alone is going to be the person who knows thing who is a know-all thing He leaves he's going on a sick leaf the other person is actually I mean the entire team is not dialogue They are on purchase. They do not know what to do Sounds familiar. It's a familiar thing, right? We have knowledge pockets in your team Right, these are this is serious trouble because I understand a man is selfish You want to make sure life your life is cool. You are the best But here's another trouble for the same person. Here's what I tell them that person if that person were to go on and leave If things are not great on a project is not sanctioned Right, this is the way you did you get it's a huge spread knowledge because so some of the companies that have been companies that are genuinely a child Nobody actually asks for you know permission for leave. They just You know put things in notice. I send them mail when I'm on vacation. I just send out a man saying hey I won't be available next week I'm good because it gives me enough room for my personal life and the team is good because I mean if not me there's always other person the team who can take up work and then do it So that's a win-win situation. Yes. So that's how you need to educate I think it's all about educating It's really what matters The other problem with big iterations is people coming from this still waterfall is r.u.p. model, right? Like what Naresh has put in I think I like that from today's thing. It's about iteration and what increment It's increment in iteration together is what makes it but you're going to have big iteration your feedback cycle is long enough Right, uh, what's the typical iteration size in the agile companies here projects I can hear One week One week two weeks Three weeks any any four weeks Your friend's company Basically, uh, you know ideally one with this world It's just enough two weeks. Okay Three weeks four weeks and all this bad. So here's the trouble you might ask why and if you're not asking why please ask why Why want to know what I want I can hear you Why right so so here's the thing If you're going to estimate for three weeks four weeks two weeks thing your estimation becomes that much harder Right, uh, the whole point of agile is about talking about yesterday's weather Right, you're better off. I mean you can estimate based on what was this yesterday, right? If I ask you what you want to do three weeks from now Completely is there anybody who can say okay. This is how my plan is going to be for the next three weeks No, right. So it's a plan. I mean make it one week iteration They're done. So if you're not meeting it, you know what needs to be changed Maybe you have estimated it wrong so you can correct it in the next iteration and you have faster feedback Basically your motivation levels are more and it's time out right now.  We call this thing gaming on customer Not really the case. So like what narration the other folks have talked. It's about evolution We are all human beings thoughts keep evolving Documentation, I think we have heard it in the previous talk metrics development leads to not focus Too much into the metrics. See what is the value you're adding into the project? That's more important Classical read this is velocity is killing agility. Please google for it. There's a great article written on it criticizing This metrics driven agility thing So please that's one thing technical practices these things technical practices are not things that are You know got overnight It's hard work. It's about a craft. You'll have to it takes a long time to you know, get into that rhythm Get into that expertise level. So it takes time. Please be realistic about it Just giving a training and then expecting the person to be great. You don't really get it Uh, I was planning for a Story, but uh, there's sort of a shortage of time. So here's a test pyramid. Typically your test architecture Should be like that Unfortunately most most of the projects Even in many of the agile companies that I see remains to be like this. It's an unfortunate story ideally it has to be like this and How much time do I have grace time? I'm done. Okay. Uh, so I'll probably answer any of the questions Of the states because he said no more time I know I need to what and basically the story that I wanted to run through Yeah, so we are going to break for tea coffee. Do Do you mind spending two three minutes for questions? We are okay, but we have to regroup at For all those people want to have cup of tea For all those people want to listen to the story Uh The story based on this uh test pyramid thing most of the time when you go tell project team members that okay This is how the test pyramid has to be. It's hard for people to take it. Uh, and one of the member is called Patrick Wilson He has got this nice way of presenting things to the folks The test pyramid is you know It's kind of put this way bottom is the brakes middle is the wooden stack top And the way he communicates to the teams are like this This should be familiar for all those people who have done babysitting Who who never who have done, uh, you know, uh Tell this kids original, uh, how many of them have done babysitting show of hands Okay, hardly any there is enough problems at office man Go home do is babysitting. That's not my business. Yeah, that's the thing, right reality Reality right bad work at office So Isn't it some person who didn't raise their hands who's who knows this story show of hands? Okay. I need you here on stage Tough times It's a story. I mean just was the way you tell your kids you can actually Share it to the public so many of them are so so bad. I mean they've not done it.  She asked them to be At their own leaving so three of them left and the eldest one Who were very lazy? Got some hay and build a house of hay full of hay so that it Makes them easy It's an easy task for him and then he was happily inside the second one went And he was more playful. So he just gathered some Sticks he was playing with it and along with it. He built the house which was just I mean made of sticks and the third one who was very hard-working. He Got brick and then cement cement and then he built a strong house So after sometime the wolf was going that way. He saw that there's a small house which was built with hay And there was a piglet inside so the wolf came knocking the door as the piglet to open the door So the piglet was so scared. He just locked it The wolf told okay, you're not going to open it. I'll blow it out and then he blew The house went away the piglet started running and he came to the second one's house So both of them again the same story. He went inside locked it Then again the wolf told okay, you go you all or you are inside and blew this away So he blew the house went up and then the wolf went to the third house So it was very strong. The wolf was not able to blow it. So he told okay, you are not Coming out. So what I'll do is I'll enter your house through the chimney. So he went inside the chimney and The three piglets together. I think yeah To this this point is this is where the cut story is. So thank you very much another round of applause So you need to go back home try doing some babysitting. Okay, so that's one lesson So here's a quick thing just to rush thing out included Go back to this story The clay you've seen the third piglet. I mean that built it around you see this thing The strong thing is the unit test in your project. You are the strong ones. They are the foundation Right, your unit test coverage has got to be just enormous But then that's not enough your your projects you have got Comprints interacting with each other. So you need to figure out if the handshaking is going well So that's where the integration test comes in. That's where the acceptance test comes in Right, so that's where your integration test is in the middle of a pyramid. It says it's much lesser In in in comparison to the density and finally you have the GUI tests which is a And that's where the Britain our GUI is basically you are is very fluid and in our projects and there's no point building huge, you know GUI based test. It's it's just wastage of money. It's just more Bad stress to the team. This is what I have learned out of hard experience in spite of So many books and stuff. So you're doing it. You're doing it at your own cost.  Thank you all for your patient hearing if you have any feedback Please go to speaker rig and give me feedback of my talk. I would be very happy to hear Your constructive feedback. Thank you all. Thank you very much


Everybody for us here rip in a box of 2022 Bowman Chrome Baseball choice for Sean D. Here we go. Sean. Good luck Let's go magic taking out the bucks tonight Somebody stop me Christian the caro Choice 102 150 What a big hit that is That is it. That is a sick card Love the choice. Love the mojo's big one there Sean Yup, that's a beauty first woman base auto tana mcdougal old mcdouges mcdougaroni as Sam would say and A first woman base auto of say Donny Rafa yellow. What a box Wow He was in this one that was in this box base Rafa yellow and a blue choice of a caro and grad Sean we'll get it out to you


Llywodraeth. Dwi'n ddau i'w golygu ydydd o'r prydau sydd ar gyfer gael. Mae'r名r yn Marek McAn. Mae'n gweithio'n coörnador ar y project i'r reik. A rydych chi'n gwirio'n Gerda Ryan, rwy'n gyffredinol yng Nghyrch Ysgol Trwy'r Llywodraeth Ysgol Trwy'r Llywodraeth yw Mary Maculodd Colleg. Llorna Meilun, rwy'n gyffredinol yn geisigol gyda Mary I ac Dr Tony Hall, yr hyn i'n gyffredinol ar y gogol. Felly, mae gael eich bodi'r boddau yn ymdweithio ymddangos, mae'n bwysig o'r cymryd hyffordd yn gyfio'r gwaith yn gilyddio, ac mae'r ddechrau cymryd yn cyflawni gafodau flwyddyn o'r ddechrau cymryd yn cael'u gwirio. Mynd i'n holl yma'n ei wneud i'r gwirio, a'r cyfaint o'r cyflwyno. Yn y cyfryd Rhex, dyna'r ysgol ymddangos cyfryd ymddangos cyfryd, mae'n torri erwyd yn ddimen iawn, Ar Hungary it's all about fostering educational research amongst a number of different groups of users and crucial to that will be the core digital infrastructure the actual software that will be needed to support collaboration in research by these various users. It's also going to be an educational environment because the aim is to create an ecosystem … measures like ICO system for teachers about the cultivation of active research ... ... amongst three group of people. Those people are where the real action is, in essence, we can bring in all technology... ...that it gives. If we don't have digital tumbleweed it will follow the three group ... … to skip through some of the specifics of each of the element of the project first. The digital infrastructure... has crucial elements to it, which is a social network, which I'll show you in a moment, collaboration tools, which are elements of that social network, and I'll also be able to show you some of that in a moment, and educational support, which we're also in the process of developing at present. That educational support comes in the form of blended learning modules, which are being developed in coordination with the three partner institutions, Merriam-Acleth College in UI Galway and the University of Limerick, and as well we're also developing y set o ddechrau o gyffredinidol arddangosau, gan y cyfnodd ar gŵr yma, yn cael ei gilydd y rhan o'r ecosystwynt yn cael ei bwysig ymwhithio ar arddangosau gŵr yma, yn cael ei ddweud. Rhyw o'r cyfnodd yn cael ei ddweud yma, mae'r ddechrau gyfarthodd yn cael ei ddweud yma, a'r ddechrau o gyfwil yn cael ei ddweud, yn gallu gilydd ar y cyfnodd Mae'r adnig o'n ddechrau ddechrau a'r adnig o'r cyfeirio ar gyfer ar y pwyl hwn. A dim dwi'n symud chi yw'r adnig o gyfer a ddraes i ddweud i ddweud i ddweud i eich gwahodau i ddefnyddio'r praise. Mae hyn sy'n ddymay� trabajando sy'n meddwl ar y ffrindiau ar eich systythau, ac rydyn ni'n gofyn i ddweud yur 따� intendau a'r adnig o'r gleidu am yr adnig, Rhaid i ddiddordeb gwahodd i oswn iddyn nhw o gael ari Tilbydd a'i ffordd o gy athleteol i gychwyn gweithio ar gyfer y cymdeithasol. Rwy'n meddwl o'ch crof yn roi ei wneud yn ni'r cerdail, ond mae'n digwydd i chi fydd yn y dda i dda i replaceiddio cy privately, mae ddiddordeb gwahodd o'ch cyllid o'ch cyllid o'r ddiddordeb. We needed to start with the assignment of a development contract, initially we hoped that we would be able to use the social network site that the National Forum themselves have set up for the use of the associates and assembly members. So we evaluated that over the course of period of time at the start of the project and it gave us lots of really good ideas actually. We are using the same software base as a foundation but we weren't able to use that network or the specific versions of it that are currently in place. So we have to go through what turned into a slightly drawn-out process of public procurement in order to identify a software development partner. But having done that, we've been able to get stuck into the actual development of the social network itself. So we've also been involved in a series of activities about fostering the teaching and learning environment and bringing the various stakeholders involved into the project and figuring out what they need. Again, in order to prevent digital tumbleweed, we want to make sure that the whole system is designed in such a way that it's actually fitting the needs of the various stakeholders and basically offering them what they want to use and therefore will use. To do that, we refined our plan, we had some ideas about how we would curate existing educational resources that are already available online and present them in a digest format. Over a series of planning workshops that occurred in February, March and April, we brought together people who are actually delivering research methods modules on the initial teacher education programmes in the three partner institutions. Over the course of those three workshops, we developed a full set of ideal graduate profiles that it turned out basically when each of the institutions did it separately and then we brought them all together, turned out we had a very shared, very overlapping notion of what a good teacher-researcher graduate profile looks like. We then basically set about designing a set of resources that will best foster that and will link with the research methods provision that already exists within the institutions. Having done that, we've begun the process of actually developing those resources again. It's partly a matter of bespoke development. I'll show you a prototype of that in a few minutes. It's partly a matter of curating resources and basically bringing the resources together so that a student or a teacher-researcher can find where they are in their research and have the kinds of materials that will be useful to them at that point in that time in a collected and sensible fashion. We're also trialling online research supervision. The initial intention was to actually have an alpha version of the rec software itself up and running in time for us to allow some of the research supervision provision that goes on during the spring semester to happen online. We weren't able to do that because we didn't have the software development contract in place due to the various procedures that are required to get that whole process completed. What we did was we fell back to Basecamp. Basecamp is project management software that allows communication within a project team. We use Basecamp because it's basically got a flat bar of entry. If you don't actually want to use Basecamp, you don't have to because everything that happens on Basecamp gets emailed to you. It doesn't require any personal identifying information beyond an email address either. It's very little investment by the students in return for trialling almost precisely the same kinds of workflow and online interactivity that the REX project will be able to provide when it's complete. Then there's the actual people. We're in the vault and as I said, we've recruited students in the form of those students who are engaged in research activity at present and are being supervised. We're going to be getting some feedback from them about the experience of online supervision generally that's gone pretty well so far. They are delighted because it means they don't have to come onto campus. It needs to be and it means that there's a lot of flexibility in the communication. So they've generally experienced that there's generally been a very positive thing. We're involved in the recruitment of in-service teachers because part of what REX is designed to do is provide those who have research questions basically a link between those who have research questions and those who have the time or capacity to answer those research questions. Students will have to engage in research and they're going to be going out looking for valid research questions to examine. Teachers have valid research questions that they're desperate for someone to help them answer because the teachers have very little time to do anything else to be honest. So we're involved in the recruitment of in-service teachers at present and on the basis of feedback from the panel in last winter we have a number of potential quantitative examinations of the success of the project in terms of just activity on the REX system itself. But it was identified given that one of the things we're looking to do is foster the professional identity of teacher researcher within the Irish professional context. We need a baseline for understanding what that identity is at present. So we've conducted a couple of focus groups in-service teachers. We're conducting focus groups by the end of the week with initial teacher educators and then once they're back in September we're going to get first year and finally your initial teacher education students to examine in essence what the baseline notion of teacher researcher is and then we'll be able to assess that appropriately once the REX project has kicked in. So to give you a quick look at what we've done in terms of, as I said, we've assigned the development contract and we've engaged in social network development so that's a quick screenshot. That's not what we want. There we go. This is the logged out version. I'll show you quickly what the logged out version looks like. When you arrive at the site initially, this is your landing page and the first thing you see is that there is activity there. So the sense is that once you arrive at the REX system you're joining something that is already active rather than stepping into an empty white room where there's nothing going on. In time we might try and develop one of those pitch videos with a ukulele and a xylophone music playing and so on where you can introduce REX, your best research friend. But in the meantime, we want to set up an account. So we sort of assign a username which is straightforward. Let's say you're Sarah Dot-Morrath teaching and learning how to use that. So if we set up a password, Sarah's got a terrible password. Now I'm not going to be able to go through the entire setup procedure because it requires email validation and I'm not going to ask you for email address in front of everyone. But I just want to show you a couple of things. Just to show you what a complete user profile looks like as someone enters the site. So this is just administration up front. The username is just your basic, it's going to be a handle although person's actual name by default appears on the activity feed. So there's a professional setting option here. This is private by default and it's optional so people don't need to include it but a person can identify themselves as a pre-service teacher and in-service teacher or a higher educational professional. But what is required are research interests because this is how the research activity feed is organized. Now for people who aren't interested, who are only getting into getting the feet wet as it were when it comes to research, they might not really know what the research interests are. So the information box here indicates a few, sort of offers a few prompts as to what might your research interest be. So Sarah might be interested in higher education, she might be interested in active learning, digital skills. So the prompts here include things like your teaching specialty, so for example Irish, maths, English and so on, students you work with such as primary, secondary, SEM students and so on and any other special interests you might have such as inclusion, technology and professional development and those are all examples of research topics that the Teaching Council of Ireland have identified as key research areas. And the final issue is the, the final required element is the affiliation form. It's a really long title for your affiliation. The affiliation is required because the crucial to the whole notion of the REX community is that it's a teacher researcher community and so we do want a bar to enter, a bar to entry for those who aren't teacher researchers. A higher educational institutional email address effectively gets you in for free. If you don't have a higher educational institutional address, the affiliation requires you to identify what school you work for and essentially there's a moderator, a human moderator on the sort of back end of the process who has basically were pulling the list of schools of the primary and secondary schools of the DES website and where it's possible will identify a teacher belongs to a specific school but at the very least our minimal bar of entry is your school exists. We don't want a bar that's too high because we obviously want as many teachers as we can. The rest are brief biography and qualifications but these are optional aspects of the profile and they are private by default. Other users do not see those unless you want them to. Now if I sort of log in quickly. Do this page. Let's open that works. Okay. So log in and we get Facebook because it's familiar, it's simple, everyone knows what it is. There is going to hopefully be very little in terms of teaching people how to use rex because rex does pretty much exactly what you expected to do. At least that's the intention. There are, when you enter you get the, or what a person is preferred to is the site-wide activity feed. This is an activity feed of every other member of the community so you're not identified according to friends, you're not identified according to existing relationships and you don't have to deliberately go out asking people to date you. One more minute left of my entire presentation. Okay, I'm in real trouble. Okay, so there is, my apologies that I forgot to take, so the point to this is that you can bump into people and the activity feed is set so that people with more research interests that are the same of yours, their posts hang around in your timeline. Basically time moves slowly for those posts so it takes them a while to drop off, which means you're more likely to see posts from people who share an interest with you. If I look quickly at the projects interface, we'll see a number of projects that are very straightforward and easy to set up. We have our X project here, which we might use for the actual evaluation of the project itself. Once you're into a project, you only see posts that are by members of that project to that project so that a research group can use them as a means of keeping track of what they're up to and identifying what they're doing. Other people who are outside the project by default can't see it but they do see the project description and there's a public status that says, where are you in the whole process? That finishes with a publication, which is a... What do you do? That link doesn't have to be working right now. It finishes with a publication that is a public document that people will be able to read. In particular, apologies to Lorna. I've already covered a lot of this grant so I can cover it very quickly. We've trialled, we've started developing a... This is what an OER will look like. It's basically the seven stages of a research project. A student will be able to click on a particular stage. We've got a brief overview of that stage of the project. We don't have one working now, but this is Roshin Murray. She's a recent graduate who is allowing us to use her. I'm not sure how international this reference goes, but operation transformations are our best example here. These are examples of actual student projects. There are interviews that will be three minutes long in each section of this, which will talk about their experience, what that section of the project and how they overcame problems associated with it, and then links to specific resources that are appropriate to that stage of the project. We'll quickly go through... How are we doing in terms of recruiting teachers over snowball sampling teachers just through personal relationships, and we've developed relationships with regional education centres. We've presented to the National Institute of Studies and Education. Interinstitutional collaboration between the partner institutions is kind of taking off by itself. That's actually separate to RECS, but RECS helped it, and we're meeting the teaching council on Monday to talk about how they're integrated with their stuff at the moment. How are we all doing? It's all ongoing. We're slightly behind our proposed timing, but we're still on time for open beta deployment in August, so we are confident that that'll work. Sustainability of the project... It's open source technology, so we're able to get cheap support costs on an annual basis. The OERs are being developed in collaboration with the partners who are actually using them. The point is that they'll be into continuous use, and we're also developing professional links with the teaching council of Ireland on the basis of ongoing initiatives that they have. So my apologies for running over. Thank you.


Live from Boston, it's theCUBE. Covering IBM Chief Data Officer Summit. Brought to you by IBM. Welcome back to theCUBE's live coverage of IBM CDO here in beautiful Boston, Massachusetts. I'm your host, Rebecca Knight, along with my co-host, Paul Gillan. We're joined by Beth Rudden. She is Distinguished Engineer Analytics at IBM. Thanks so much for coming on theCUBE, Beth. Thank you. So your background, you have a Master's in Anthropology and in Classics in Greeks, you're a former archeologist. And now here you are, Distinguished Engineer. There are only 672 in all of IBM. How did you, what are you doing here? I think that I love data and I love that data represents human behavior. And I think that understanding that puzzle and being able to tell that story is something that we need to do more of and we need to understand how all of the data fits together and how all of the information is created and how all the wisdom is created. And that takes a lot of effort from a lot of people and it involves storytelling.  And I think that if we can have evidence for that using our data and looking at our data in the business world, as it reflects our strategy instead of force fitting our data into our strategy. So I think that that's part of the change that we need to look at and I think that with the, I would say the second or third height curve of AI and what we're doing with AI and Cognitive today, it really is being able to bind philosophy and psychology and look at it from a computer science perspective and that's new. That's interesting, we were just speaking to Interpol earlier about the background that he sees CDOs coming from and he talked very little about technology. It was all about human so-called soft skills. Are you finding that the CDO role is evolving in a less technical direction over time? Absolutely and I think that when you're starting to look for outcomes and those outcomes as they relate to our business and as they relate to our clients and our customers, we have to be able to have a very diverse and inclusive viewpoint and we have to be incredibly transparent and I think that that is something that we are continuing to do with an IBM where we are really looking at how do we differentiate ourselves based on our expertise and based on our human capital. So it's differentiating yourselves as an employer of choice and attracting, recruiting, retraining the talent, but then also being the expert that your clients come to, so yeah. So IBM has, we have career frameworks, we have career paths, I was part of a team that created the data science profession at IBM and one of the things that we're looking at as a differentiating feature is that we really want people to continuously learn, continuously adapt, develop themselves, develop their skills because that is our differentiating feature and I think that when our clients meet our people they love our people and this is such an amazing company to be a part of, we have a long history, 107-year history of being one of the most diverse and inclusive companies, 1899, we hired the first black and female person and in 1953 we had equal opportunity rights 10 years before the Civil Rights Act. So I think that all of these things lead up to a company that shows that we can adapt and transform and being an acting CDO for the largest IT system in IBM right now, we are doing amazing things because we are really investing in our people, we are investing in giving them that guidance, that career track and allowing people to be themselves, they're true selves. You're speaking of global technology services operation which is currently undergoing a transformation, what does the outcome look like? Well how do you envision the end point? I think that I envision the end point, we are in the process of developing our IBM services academy and it is a continuous learning platform for bands too through general managers and one of the stories that I like to tell is my general manager who I'm working for on this, you know she believes so strongly in making sure that everybody has access to all of the available education and everybody is using that type of education and we are looking at transforming how we are measuring what we are doing to incentivize the behaviors that we wanna see and the behaviors that we are looking for are people who are helping other people and making sure that we are continually being the premier leader of the intellectual brainchild of what we are doing for keeping us in the AI game and the cognitive game and making sure that we are understanding every single aspect of that as it relates to our transformation. So you're actually tracking and measuring how colleagues collaborate with each other. How do you do that? I mean, you look for words like we and team and you look for people who are enabling other people and that's something that we can see in the data. Data are artifacts of human behavior. We can see that in our data. We are looking at unstructured data. We are looking at structured data. We are taking this and we're taking it to what I would call a new level so that we can see what we are doing, who our people are and we are able to look at how many of the people are enabling other people and empowering other people. Sometimes this is called the glue or glue work. I think that there's even a baseball reference for like a glue man. But you know, and I think that we need to champion the people who are enabling and powering everybody to succeed. And are those typically the unsung heroes? Yes, 100%. And I want to sing the hero song for those unsung heroes and I want to make sure that those people are noticed and recognized. But I also want to make sure that people know that IBM is this amazing company with a very long history of making sure that we are singing the unsung hero song. But how do you measure the outcome of that?  What does that look like? I think that it always starts with our clients. Everything that we do starts with our clients. And in GTS, we have people, we have five to seven year relationships with our clients and customers.  And we are the men and women who design and create and run and manage the foundational systems of the world. And every single person, like you cannot book an airline, you cannot pay your bill, you cannot do that. Anything without touching somebody in IBM, we are investing in those people because those are who is interfacing with our clients and customers and that is the most important thing to us right now. One of the things we were talking about earlier is bringing more women and underrepresented minorities and men into IBM and into other industries too. So how, I mean, we know the technology industry has a very bad reputation. It's deservedly so for being a bro culture. How are you personally combating it and then how do you do it from an institutional perspective? Yeah, we have so many programs that are really looking at how we can take and champion diversity. I was very honored to walk into the best of IBM with my husband a couple of years ago and he looks around and he goes, this is like a UN convention. He's like, you guys are so global. You have so much diversity and just that viewpoint is something that it's why I work for IBM. It's why I love IBM. I have the ability to understand different cultures. I have the ability to travel around the world. We have, you can work day and night. You can talk to India in the morning and Australia in the afternoon. It is just, to me, IBM operates in 172 different countries. We have the global infrastructure to be able to handle the type of global teams that we are building. When you look at the skills that will be needed in the future as organizations, big data becomes infused into the organization. How will the skill needs change? To me, I think that the skill needs are always going to continuously transform. We're always going to get new technology. Most of my data scientists, I really push Python. I really push R. But I think that it's the will more than the skill. I think that it is how people have the attitude and how people collaborate. And that is more important, I think, than some of the skills. And a lot of people, when they are performing data science or performing data engineering, they need to believe that they are doing something that is going to succeed. And that is will. And that's what we have seen, a huge surge in oral and written communications. Which is not a hard skill, it's a soft skill. But to me, there's nothing soft about those skills. It takes courage and we have built resiliency because we have had the courage to really enable and empower people to get those types of skills. And that's a lot of where our education is going. So that's really an interesting point here. So are you hiring a self-selected group of people? Or are you bringing in super smart people who maybe are not as skilled in those areas and bringing them into the culture? I mean, what's coming first here? Yeah, I think that we are, our culture is strong. IBM's brand is strong, our culture is strong. We are investing in the people that we have. And we are investing in our humans in order to make sure that the people who already have that culture have the skills that they need in order to learn. And that understanding of going from disequilibrium to equilibrium to disequilibrium to learn, that's what we want to teach. And so that any of the new technology, any of the new skills, or any of the new platforms that we need to learn, it's something that's inherent with people being able to learn how to learn. Beth, thank you so much for coming on theCUBE. It was great to have you. Thank you. I'm Rebecca Knight for Paul Gillan. We will have more of theCUBE's live coverage IBM CDO coming up in just a little bit.


وأقول في القرآن ما جاءت به آياته فهو الكاريم المنزال وأقول قال الله جل جلاله والمصطف الهدي ولا أتأواله الحمد لله رب العالمين له الحمد الحسن والثاناء الجبيل وشدوى لا إله إلا الله وحده لا شريك له يقولوا الحقا وهو يهدي السبيل وشدوى أن محمد العبد هو رسوله صلى الله عليه وعليه وعليه وأصحابه والتابعين لهم بحسان إلى يوم الدين أبعى بعد إن شاء الله تعالى I now want to speak about those who go extreme in exaggeration when it comes to refutation The seven points that I want to mention that these individuals who go extreme exaggeration in the concept of refutation I've already mentioned that every act of obedience people could do extreme exaggeration extreme negligence Salah for example someone can go extreme exaggeration in the Salah and they can also go extreme negligence in the Salah Both is present for example someone who prays asr ten rak'a we say that's extreme exaggeration And the one who says no I'm always going to shorten my asr whether I'm a resident or I'm a traveler is extreme negligence So every act of obedience that can be extreme exaggeration or extreme negligence One of the things that they come with which is extreme exaggeration is they hasten to refuting Without observing the principles that the Sharia has set and the conditions that the Sharia has pointed They hasten to refutation straight away a mistake is seen refuted straight away And that's the first extreme thing that they come with And insha'Allah تعالى أبقى موكلة ورضي الضوابط العلمية and the Sharia's conditions It's going to come The second thing is they appoint themselves as the people of جرح والتعديل When they have no knowledge in the religion of al-Islam A lot of them can't even read the Quran properly They can't pronounce the خطبة الحاجة properly And they consider themselves أحمد ابن حنبن or يحي ابن معين رحمه مهوم الله ومي الله وماسي upon both of them That is extreme in refutation If you're refuting and you're speaking about innovators and you're ignorant You're going into a field that isn't yours And the harm that you're going to bring is more in some situations Than the innovator might bring it to Islam amongst the Muslims The third one is This individual is refuting this person out of jealousy and envy And a تشفي He's doing it حب الظهور He wants to become known and popular شهرة and الرياء شو enough And it is not إخلاص And it is not أن تكون كلمة الله العليا To put Allah's word high up That's not his intent That is extreme in refutation The fourth one is They are far from عالم الحكمة The wisdom Islam has put down They also do not observe the مصالحة and the مفاصد Sometime this innovator Who spoke the innovation His innovation is very small And a person like you who's probably famous Who has a قول A speech in the community When you say something people respected You shouldn't be the person to refute that individual Or No one should refute him now Because his شبهة is only restricted To a very limited people And if you speak You may make it very well known You may spread his view to more people And so sometimes you have to look at The مصالحة and the مفاصد So maybe somebody else Should take that responsibility from you And they should do it They don't have that They're the highest ranked person And the highest will speak about every single person Not only that They do not look at مصالحة and مفاصد Sometimes the مصالحة might even be To contact that person And to speak to him privately And guide him And شيخ ابنوباز رحمه الله تعالى May Allah have never ending mercy on to him Gave an example of this He used to send letters To the figure heads of innovators At Aries time He would send letters to them Advising them Telling them to come back Why do they hold this view Sometimes the حكمة and the wisdom And the مصالحة May be to talk to the person privately And that the person themselves Might rectify it publicly Number 5 عظوم والبغي والعدوان They have oppression They oppress the person that they are refuting They exceed their limits مجاوزة الحد That's what they do In the person that they're refuting And this comes in many different ways One of the ways that it comes is They speak about the person without verifying If the person even said that Or even believes that They don't know that دون استثباتين والاستيبيانين They don't clarify They don't verify They just take it Also, the ways that they oppress the person is They say about the person that which he didn't say The person didn't even say this They come And they say You said this And where did I say this I don't believe this So they come with A ظلم or oppression They oppress the person والبغي والعدوان Okay Sometimes Which is part of the oppression that they fall into Is اسقاط المخالف وتجريح في المسائل الاجتهادية Issues which are اجتهادي issues يسوغ فيها الخلاف بينهار السنة Like once upon a time I met a brother Who was doing تجريح of another brother He is a misguided individual I said why Because he sees the permissibility of pictures Or he sees the permissibility of videos هكذا Like that You cannot have a view on this issue And say this person Yeah anybody believes is wrong And what this person holds is wrong And you can discuss this issue لكن اسقاط To drop him And say he is a مبتدع انا مسألة Which is من مسائل الاجتهادية This definitely falls on the statement Of شيخ الاسلام امام احمد ابن حمبر رحمه الله Who said اخراج الناس من السنة شديده Taking the people out of the sunnah Is a very severe matter brothers and sisters و لذلك ابن تيمي Has also a very beautiful statement In this issue of Classifying people, innovators On مسائل الاجتهادية مسائل يصور فيها الخلاف There can be difference of opinions Views will change on this issue ابن تيمه He said و لذلك كان أئمة الاسلام متفقون The imams of Islam You unanimously agreed upon على تبديئ من خالف في مثل هذه الأصوات To label a person an innovator If he goes against أهل السنة in fundamental issues بخلاف من نازع في مسائل الاجتهاد Not a person Who goes against أهل السنة in issues of itshtihad التي لم تبلو هذا المبلغة في تواطر السنة عنه قد تنازع بينهم في الحكم بشاهد و يمين و في القصامة أما في القصامة و القرعة و غير ذلك من الأمور التي لم تبلو هذا المبلغة And he mentioned some issues that أهل السنة always agreed upon Like the issue of A person يمين Can one witness be it The issue of القصامة The issue of القرعة يعني All of these issues أهل السنة And today we can And many other issues that have come about There are من مسائل الخلاف There are من مسائل الاجتهاد أصلا There is an issue This issue is not in any way shape or form from the أصول Of the matters of أهل السنة و الجماعة It's not part of those issues It is not from the issues of سفات Which is a fundamental issues It is not from the issue of مسائل الأسماع والحكام The issue of الإيمان What does it mean The issue of كفر What does it mean The issue of الإسلام What does it mean يعني إذا مسائل أسماع والحكام The third one is مسائل The promises And the warnings In the Quran It's an أصول The fourth one is The issue of The Sahabas How do we How do we see The Sahabas It's a fundamental issue And last but not least He predestined These are fundamental issues These five And مكسب عاقيد I'll talk about these five I'll talk about your brothers and sisters But a lot of issues That we see people Making تبديع Are مسائل Which are اجتهادية Okay And insha'Allah One of the issues Which are اجتهادية Are اجتهادية Is Classifying A person as a مسألة اجتهادية مسألة تبديع والتضليل والتفسيق حتى والتكفير Is مسألة اجتهادية They are issues of اجتهاد تختلفوا في الأنظار People can see it differently فلان will come He's a مبتدع Another person will come He's a سن سلف And we've seen many examples At the time At the time of the سلف رحمه الله That someone will come And make a person a مبتدع Another one will come And say No, he's not a مبتدع He's a سلف Or he's من أهل السنة That تبديع being placed on someone Is مسألة اجتهادية It's a مسألة اجتهادية It's not a مسألة That is يعني لا يجوزوا في الخلاف It's not from those issues Okay And you can find أهل السنة Different on individuals شخاص فلان So there's no reason why you should لابل another مبتدع because he differed with you on a person Okay And we find that today We're differing with each other because of somebody praising a person and another person criticizes them And the people are divided amongst themselves based on their teachers and their شخص وليدالك Also شخصان He said وَإِنْ حَسَلَ بَيْنَمْ تَنَزُرُ فِي شَيْءِ إِنْ مِنْ بَيَسُورُ فِي لِجْتِهَدِ That there has come amongst أهل السنة والجماعة يعني خلاف In issues of each tihad لم يوجد ذلك تفرقا ولاختلافا This did not cause them to be disunited بل هم يعلمون أن المصيب منهم لهم أجراد They actually knew that the one who got it right got two ruled وأن المجتهد المخطئة له أجرن على الشهادي And the one who did each tihad and got it wrong He only gets one reward وخطأوا مغفور الله And his mistake is forgiven for him أمام هذا He gave us an example of this issue of يعني Individuals is a مسأل اجتهادية He said وَلَوْ أَنَّا كُلَّمَ أَخْطَأَ إِمَامٌ فِي اجتهادِي في أحد المسائل خطأ مغفورا له قمنا عليه وبدّعناه وهجرناه لما سلم معنا لبن نصر ولبن من ده ولا من هو أكبر منهما والله الهادي الخلق إلى الحق هو أرحم الراحيمين فأنا عوذ بالله من الهواء والفضاضة And the Imam of the Habib he said وَإِمَامٌ فِي اجتهادِي وَأَنَّا كُلَّمَا أَنَّا كُلَّمَا أَخْطَأَ إِمَامٌ فِي اجتهادِي في أحد المسائل In one issue Here or there He doesn't خطأ مغفورا له A mistake that he's forgiven for And then we came He did a mistake قمنا عليه وبدّعناه And we said You're a Mubtada Because of the mistake that he did Because Mamba Even the Mussail There are mistakes يعني One sheikh might say فولانزا مبتدى Another one might say سلافي شك one of them is right But one is right A subjective here It's an issue And you as a Salafi I mean أهلي سنة Should follow the sheikh That you like Look at the evidence That's brought And follow the one That has the proofs with him That's your job Okay لكن The one that believes This view of this sheikh And the other one believes There are mistakes And the other one believes They shouldn't do They shouldn't لأن And Both of those great imams One of them was right One of them was wrong لكن No scholar from Islam said ابنه نصرن is the Mubtadi Or ابنه مندز the Mubtadi يعني He wrote ابنه مندز كتابه And both of them by the way Were at each other They were refuting one another They are a Quran They were refuting each other They were refuting each other لكن أحل السنة What did they do They said كلام الأقران يطوى و لا يروى كلام الأقران يطوى و لا يروى Contemporaries Their statement regarding one another Is يعني we toss it We don't mention it So ابنه So دهبي says لما سلمة لما لما سلمة معنا لبن نصرن و لبن منده و لما هو أكبر منهما No one will be safe for us In Islamist history then ابنه تايمة did mistakes دهبي did mistakes ابن عبد الهادي did mistakes ابن كثير did mistakes ابن جريط طابري made mistakes You're all humans, they do mistakes والله الهادي الخلق الله guides the people إلى الحق to the truth وهو أرحم الراحيمين فأنا عود بالله من الهوة والفضالة The sixth mistake that these people fall into That got extremely refutation is عقد الولاء والبراء They base love and hate On A view of some of their scholars Or some of their students of knowledge Okay A great Imam might say something Another great Imam Two great Imams say something They base love and hate And allegiance on The view of that scholar And that is wrong That is extremism in refutation و لدركة ابنه تايمة Who knew Madhabu Salaf رحمه الله knew Madhabu Salaf Studied it More knowledgeable than anybody I know of After Ibn Utamiya When it came to Madhabu Salaf I don't know anyone That knew Madhabu Salaf يعني The istiqaraa Of Madhabu Salaf Understood Could summarize to you What was Madhabu Salaf Then Ibn Utamiya By the way I'm going to discuss this issue In great details Which is what is Madhabu Salaf And قولوا اللي بعض عيمة Salaf You have to distinguish one from the other Madhabu Salaf What constitutes As to say This is the Madhabu of the Salaf And this is the view Of some of the Imam Of the Salaf Not Every view A Imam says Does it mean Is Madhabu Salaf There's a problem Many people fall into They can't distinguish between What is Madhabu Salaf And قولوا They can't distinguish one From the other And that's Another discussion For another time Ibn Utamiya On the other hand But he studied Madhabu Salaf رحمه الله رحمة And I have struggled To look at Ibn Utamiya Affirming Madhabu Salaf And then I went And I found Or I studied And I looked into it And found That it wasn't Madhabu Salaf I've not yet come to that And I'm not saying It's معصو Maybe somebody else might do Like in Shaykh-ul-Islam Ibn Utamiya One thing you can Anyone who reads his works And reads his I mean His books Would come to the conclusion Is إستقراء Madhabu Salaf Madhabu-Sahab تابعين Ibn Utamiya Was a great Imam in that Ibn Utamiya He says فأئمة الدين من هاج الصحابة رضوان الله عالم جمعين والصحابة كانوا مؤتليفين متفقين وإنتلازعوا في بعض فروع الشريعة في الطهارة أو الصلاة أو الحج أو الطلاق أو الفرائد أو غير ذلك فإجماع حجة قاضعة ومن تعصب لوحد بعين من الآئمة دون الباقين فهو بمنزلة يقدح في عثمان وعلي رضي الله عنهما فهذه طرق أهل البداعي والأهواء الذين ثبت بالكتاب والسنة والإجماع أنهم مدمومون خارجون عن الشريعة والمنهاج الذي بعثه الله به رسوله صلى الله عليه وسلم فمن تعصب لوحد من الآئمة بعين منهم أن يكون جاهلا بقدر بقدره في العلم والدير وبقدر الآخرين فيكون جاهلا ظالما والله يأمر بالعدلي والله يأمر بالعلم والعدلي وينه عن الجهل والظلم قال تعالى وحبلها الإنسان إنه كان ظلوما تبين لهم من السنة والحجة ما وجب عليهم اتباعه وهم مع ذلك معظمان الإمام لا يقال فيهم مذبدبان بل أبو حنيفة وغير من الآئمة يقول القول ثم تتبين له الحجة في خلافه فيقول بها ولا يقال لهم مذبدبا بل هذا مهتد زاده الله وقد قال تعالى وقل رب زد العلم فالواجب على كل مؤمن موالات المؤمنين وعلماء المؤمنين وأن يقص الحق ويتباع حيث وجده ويعلم أن من اجتهد منهم فأصاب يجب التباعه وينه عن غيره من ما جاءت به السنة كلام والله وبالله وتالله يسكلام في ابن تكتب بما يدهبي على صحف من النور والله رحمه الله ورحمة واسام ابن تايمية فأما المؤتفين أعودين they were together متفقين they were in agreement混طان even if they differed inatus their not fundamental like issues of what issues of what they differed issues of what issues of أني other than that فأجما حجة they differed on these ومن تعصب لي واحد بعيني افتنشن أي one who is fanatic to one of the صحابes اما anyone he says ومن تعصب لي واحد بعيني من الأئمة anyone who is fanatic to the iman of Islam دون الباقينا not the other ones somebody says I am fanatic to this sheikh of my time مثلا فهو بمنزلة he is like what من تعصب لي واحد بعيني من الصحابة دون الباقين it's a person who is fanatic to Abu Bakr Oni and says I only take Abu Bakr or I only take Ali كررافضة كررافضي الذي تعصب لي Ali دون الخلفاء ثلاثة وجمول الصحابة anyone who is saying to the people today ياخد follow only this sheikh no one else is like the Rafidi who is saying only Ali لا بالطالب this missed the other three خلفاء this missed Abu Bakr وعمارة وعثمانة وكالخارجي الذي يقدح في عثمانة and he is like the Khariji who slanders Uthman and Ali because this person when he is saying stick with this sheikh what is he doing he is like the Kharij he is telling the other people don't go to the other sheikhs فهذه الطرق أهل البداعي والأهواء he said this is the way of the innovators forcing the people to follow one particular sheikh they appointed الذي ثبت بالكتاب وصولة والإجمع the Kitab and the Sunnah and the Ijmaa goes against them مذمومون خارجون عن الشريعة they are out inside the path of the Shari'a and the Minhaj in which Allah said his messengers and his prophets they look what he is saying فمن تعصبني واحد من الأئماء anyone who is fanatic to any imams behind specifically him ففيه الشابهون he resembles من هؤلاء he resembles those innovators سواء تعصبني ماريكين whether he is muta'asib for Ibn Malik or Shafi'a or Bi-Hareefat or Ahmed or other imagine someone who is muta'asib to someone who is still alive that Allah knows the way he is going to die فإن الحياة لا يتؤمنوا علي فتنة that one who is alive الله أعلم how he is going to die ثم مغاية المتعصب لي واحد منهم أن يكون جاهلاً بقدره في العلم والدين وبقدره وبقدر الآخرين فيكون جاهلاً ظالماً يبنوتي مدن says this muta'asib was fanatic to one particular imam he says ثم مغاية المتعصب لي واحد منهم أن يكون جاهلاً the reason why he is ignorant he only sees this sheikh to be but he doesn't know the states of the other great imams when he is falling into oppression when Allah commands us what when Allah commands us knowledge he commands us to be fair and just but when Allah commands us سبحانه وتعالى and then imbrutemi has a very long statement رحم الله وتعالى at the end he says وليس لأحد no one is allowed أن يتخد قولة ضعظ العلماء الشعارة you are not allowed to take it the statement of some scholars as a sign as a symbol of Islam you will do the following everybody must follow that وينه عن غيره من ما جاء جبه السنة and then you probably the other views that have sunnah to support it and that's the extreme that we see for today فنعتززم to particular individuals the second the seventh and the final is which they call يعني الرد على المخالف and they refer to it as جهر التعديل وهاكذا which is تنقيب عن الأخطاء they look for people's mistakes وتصيدوا للهفوات they look at your videos they watch everything وَالفَرَحُ بِزَلَّاتِ they help you when you do a mistake الله أكبر الله has clarified his situation for us they enter the people's intent this is what he meant this is what he meant يا أخي you don't know my intention my actions you can't even say 100% this is what he the actions are disputed amongst the people did he do that no he didn't people say that how can you talk about my my statement my heart was in my heart and what do you do then at least take my statement if you're going to take it to the best of you know الاحتمالات no أسوأ الاحتمالات the worst of ways ولي ذلك يمرقين to summarize these type of people he said ومن النسي from amongst the people there are those منطبح وطبح وخنزير their nature is the nature of the pig he said يمروا بالطيبات the pig goes by all the good فلا يلوي علي he doesn't go to فإذا قام الإنسان وعال رجيعه قمه وهاكذا كثير من النسي يسمع منك ويرى من المحاسن أضعافة أضعافة المساوي فلا يحفظها ولا ينقلها ولا تناسبوا فإذا رأى سقطة أو كلمة عوراء وجد بغيته وما يناسبها فجعلها فاكهته ونقله he's like the pig the pig loves to scuffle that mud and that dead that's what he loves to be in he sees someone clean he won't go he won't go clean water he like the mud and the dead some people are like that they love the mistakes of people they love their shortcomings and their errors if they hear all of your good they will blind in themselves like I've never heard I've never heard this it's not too good the minutes they come running and that's a lot of people by the way videos of exposing and videos of what do you call it bringing people's faults out people love that that gets the most views that's what gets the most views people love that but the good and the hired people don't listen to that and this by the way brothers has a very harmful reality which is it made the youth today turn away from grounding themselves in knowledge a busy the du'at from actually working towards productive خير for the ummah all day the da'ee is being defend myself I didn't mean this he's coming out and he's going back and forth he can't even do anything anymore also they've caused fitan between علم and the students of knowledge if you look around the world the شيوخs are not talking to each other the students of knowledge are not talking to each other why because they've caused mischief amongst the people also the concept of pseudo scholars come out from this somebody just becomes famous from the future and that's the shortcut it's the fastest way to do it you just go towards it so I ask Allah that he protect our religion and our protect our knowledge and makes us from people who are sincere إنه و ليه و ذلك القادر عالي I want to stop there insha'Allah everything which I've said that was wrong but incorrect is from me and Shaytan when Allah has messaged I'm both free from it سبحانك اللهم بحمده أشدو الله إله إلا الله أستغفروك وأتوب لي السلام عليكم ورحمة الله وبركاته how can you do a two second action right now that will give you a share of the reward of everything we're doing on this YouTube channel simple like this video and click subscribe it will allow YouTube to recommend our videos to other users and imagine the huge amount of reward that could be waiting for you on a day of judgment if you did that with a sincere intention of spreading the Dean of Allah you'll be rewarded for every single person who benefits from one of our videos as a result of your like or subscribe that's an easy two second action that you definitely don't want to miss out on do it now click like and subscribe and don't forget to make that intention


Welcome back to the breakfast and plus TV Africa. On the 23rd of September 2019, here's what happened in history. British travel company Thamaskook Group declared bankruptcy. This particular event left employees stranded and jobless in their numbers. I mean as much as 600,000 customers were stranded abroad, hotels throughout the world were struck with a £338 million or €415 million dollars in unpaid bills. Thamaskook is a 170-year-old British travel company and airline and this particular situation cost, you know, this stranded and unemployment for about 150 British people. And the British Department for Transport and Civil Aviation Authority had prepared plans on codenamed Operation Matherhorn and that's the repatriates, passengers who were British and were stranded. It was the largest ever peacetime repatriation in the history of the United Kingdom and it topped the operation of the government that was carried out some years back in 2017 after the collapse of Monarch Airlines.  I've always known Thamaskook, I really always felt Thamaskook was a cookware maker. I really always felt that way. We understand. We understand. You know, into making kitchenware. We understand. You know how names can be over there. You can have a Jesus stone, you know. So and I think no, I think it's maybe because I've seen, maybe I'm just, you know, daydreaming but I think I've seen, you know, some kitchenware that is, you know, named Thamaskook, some pans and things like that. But that's what I thought. The name of the travel company was initially known as GMC but in 2003 they rebranded and became known as Thamaskook.  So yeah, that's what happened today in history and we'll take a break here and when we come back we'll be taking a look at sex education in Nigeria. Are we doing it right?


Welcome to All Hands Update, I'm Petty Officer Ian Cotter. The Black Engineer of the Year awards Orbea wrapped up in Washington, D.C. February 7th. This event recognized the outstanding achievements of African-Americans in STEM fields across America. Vice Chief of Naval Operations Admiral Michelle Howard presented this year's Navy Award to Captain Cedric Pringle. The consummate leader, Cedric previously commanded the Navy's first hybrid propulsion drive ship, the USS Macon Island, and among other assignments, he was Chief Engineer on the USS Portland, Executive Officer on the USS Fort McHenry, and Commanding Officer USS Whitby Island. And as that CO of Whitby Island, he participated in humanitarian assistance and disaster relief operations after Hurricane Katrina. So I am proud to present Captain Cedric Pringle this award. Visit Baya.org for more information on the conference.


now now that's clear okay this is let's take a look at alcoa now this is the days movement on alcoa on Google right here's the five-day movement on alcoa here's the one-month movement on alcoa here's the six-month movement on alcoa here's the one-year movement on alcoa which would be the same as a year to date why YTD is the year to date right here and it's up 160% okay and here's the five-year movement on alcoa and if you actually went up like a year and a half alcoa is up much more than 150% it's actually up a thousand percent okay because it's up 10 times its value okay so that's the movement alcoa and you can take a look at you know this chart here and it for me come on come come there we go and I put the metrics on here and the metrics you should be looking at to see what you want to do now if you look at alcoa right now if you were betting you might decide that the stock is gonna go up higher or you might decide that stock is gonna go lower I can tell you that family right now has puts on alcoa okay so family is betting that the stock is going to go down now what are these bets like so for example alcoa is a time sensitive thing right let me do a little refresh here give the most recent price you do a real refresh this is Q trade and alcoa is up 62 cents today but alcoa was down actually today as well right so you can go to overview and see what the stock has done over just today right it opened at 59 16 it went right here 59 16 and it went as low as 5870 okay and right now is trading at 59 so I'll bring it down 59 59 84 right so there's been over a dollar fluctuation just today on alcoa right and it gives you some other metrics it's a PE of 13.88 it's got a beta of 2.74 beta is how you know movement yearly high it's basically sitting in the yearly high yesterday was at the year two days ago was it yearly high and whatnot right it's got the 50-day moving average volume and all that jazz you can take a look at right you can also come on this and click on you know the chart and on this you see the fluctuation and family has already saved some metrics on here just to be able to see what's going on and I like the view here because it's cleaner and the light blue line that you see here is the 50-day moving average this is the stock price right here this is the 200-day moving average this is the relative strength right so momentum behind it this is a Williams indicator this is this is momentum but that's a relative strength and here's the I call this McDonald's not McDonald's it may CD indicator right and usually when as far as I see it when the stock does this it could continue to have the separation but you're looking for a rollover of the black line into the red line and that sort of gives you an indication that the stock might be on the pressure okay and you can go into the options and with the options because it's a time sensitive thing every Friday options expire right and this is let me just check the chat make sure there's no questions here what's the trajectory for Q1 the trajectory for Q1 are you referring to beat their financials is that what you're asking about and why you type that out just talking about the time sensitivity of this thing this is Q4 2021 and then this is the last Friday of the year right that these options are going to be traded and you can take a look at here what you see here in the light green up here okay the calls by the way the calls are on this side on the left side of the graph and the puts are on the right side of the graph for me anyway if you're seeing it it might be flipped around on your screen right so on this side over here these guys on this side these are the calls and on this side these are the puts right now these calls and puts expire today right that's why you're seeing a huge fluctuation here right because when the stock was down like for example the value of the puts for Alcoa strike price of 60 and the strike price of 60 means you're allowed to sell Alcoa at $60 okay today and if the stock is a lot lower all of that is the premium you're collecting money on it right so if the stock all of a sudden drops to $55 today right you just made $5 or $4 and $4.68 if you are able to buy Alcoa options the put at 32 cents right so the difference you would pay you're allowed to sell it at $60 and if the stock is sitting at you're allowed to sell it at $50 and the stock is sitting at $55 that's a $5 money banked right now what you see here is the calls which is you have the right to buy Alcoa at $60 the calls are even worth less because right now it goes trading less than $60 so if Alcoa goes up to $65 for example right and if you're able to buy the call at 18 cents then you made $4.82 cents profit on that deal if it goes up to 65 which is not going to do right now some people might might be selling these calls at if you can get it for people willing to sell it for 21 cent right at 60 strike price right so that means the people selling these calls at 21 cents right are betting that Alcoa is not going to close at $60 above $60 and 42 cents because the 21 cents is the premium that they're paying for it which is how many hours left four and a half hours left in the trading day right so it's it's sort of playing fluctuations right now that's today the price on it right quarter one for the market you know what I don't know what it is I don't know what it is it's fairly the market is expecting it to be fairly high financials we can go to financials I usually don't look at what the expectation is what they're expecting I go with what I'm expecting right some people if they're gonna miss their numbers or they're gonna make their numbers is that what you're asking beat I thought you were more into crypto I'm not trading crypto no beat for multiple reasons okay now this thing expires today these puts and calls calls and puts now you can use different websites to get the same information here is Yahoo finance right and this is the view of straddle okay which is sort of the same view as Q trade that has it here right which is you can take a look at it and here's the straddle trades going through same thing we're talking about right here right here's the again on this side is the calls and on this side is the puts and this isn't in real time the Q trade right now would be in real time let's do a little refresh on it let's see what we get okay so a little refresh it says the last traded was 15 cents and the last traded with 36 cents right if you look at the Yahoo it says the last traded was 43 cents right and this is 17 cents for the call and 43 cents for the put right so if you were holding the puts on Alcoa at 60 expiring today and you didn't sell earlier today you lost 60 you lost 60% of your value if you were holding the calls and it would suck if you're holding the calls you would have already lost 43% of your bet right now one thing you have to consider this number here let's take a look at this thing this is how much was traded today okay and this is the open interest this guy's here okay open interest now there's one thing that happens with options is usually there's a saying that says the market likes to inflict the most amount of pain to a trader so the market usually likes to close I don't want to say usually but the market a stock usually not usually but 10 sometimes tends to close at a strike price where there's been the most amount of activity puts and calls open interest right in this case it's not because there's 9,300 calls open interest on Alcoa at $65 strike price right so it's right now going to be closing lower than where the most amount of activity was on it now we didn't take a look at this to see how much of that was traded yesterday okay I'm just going to read a comment I am asking what you think will happen to the market next year oh what are you think I'm gonna beat I mentioned this earlier on right now family about 50% of family's portfolio is in options 95% of that is in puts so about 45% or 90% is in puts so 45% of the options play of the play in the family's portfolio is puts so the family is betting that the market is going to have a serious hiccup that's our take okay sleep away chichou do you have any advice on a resource to learn how to trade um I've been trying to find on youtube but the finance gurus on there are terrible in my opinion just like I don't align with their values and morals it's hard to find a stock trader with a conscious conscious yeah the market doesn't wall street doesn't have a conscience okay market does not have a conscious market will be happy to make money on a billion people dying just as much as he will be happy to make money on one person living right it's a market doesn't care for us our family there is a conscious at play here okay so for example the family has played puts on Moderna but even when Moderna is oversold the family does not buy calls on Moderna because we don't want to make money on people dying okay but we can we've talked about Moderna current events live streams right beat you moving like that I like your style thanks Pete why do you think the market will dump what's the particular reason uh multiple reasons multiple reasons um currency crises um national currency crisis one uh supply chain being broken as another um draconian fascistic governments and power is being another resistance rising up is being another how possible wars a lot a lot and the market is being completely overvalued we're in bubble territory up the yin yang to say the least right so this is one place you can look at here's the yahoo one you can look at this as well right remember this doesn't give it to you in real time the the value of alcoa is in real time switching it should be anyway but it doesn't update the options in real time and you can change the view on the yahoo view instead of straddle you can look at it in list position and in list position basically gives you all the call options in one location above and all the put options below options chain right now and then you can go to here's the nasdaq you can look at the same thing straddling uh the straddle look which is basically uh here let's do a little refresh on this let's see what the latest uh prices do and yeah it gives it a price is up 55 cents and alcoa right now it went down in price so previously here the option they in particular oh this one we did here we'll do it on this one uh for example alcoa put option expiring today was trading at 36 cents right right here right we didn't do a refresh on this but you know it's been sitting here for like 30 minutes right and alcoa was up at it was up uh we might have done did we do a refresh i don't know but basically it was up let's say 60 cents right so the put option was trading at 36 cents right now alcoa is up uh 55 cents and the put option is now at trading at 49 cents right so the value of the put option went up because uh oh come on i clicked on it so it took me here so the value of the put option went up because the stock went down right and over here you're seeing the same thing the value of the put option was 49 cents so this thing here let's let's do a little refresh here so it's alcoa is up 55 cents right let's do a little refresh hopefully it's changed bring it should be changing in real time but no it's still a 55 well we'll come back to this right so keep those numbers in mind and one thing you need to consider as well alcoa price because it's aluminum my name right fluctuate based on the price of aluminum so if you're trading something you really want to take a look at the underlying uh metrics that sort of govern what the price of the stock is right so if you take a look at this thing aluminum prices peaked uh in october at three thousand one hundred three thousand two hundred dollars right but if you look at the alcoa price okay wait okay let's gotta fluctuate a little bit so if you look at the price here's the october price alcoa price peaking here at 57 dollars right aluminum prices right now are sitting at 2800 right so it's about 300 less than when aluminum prices peak but alcoa stock is actually sitting higher than the previous peak right so take that whichever way you want okay so that's sort of the general gist of taking a look at these things to a certain degree right