Good morning and welcome to a session. I have really been looking forward to our session title Women belong in all places where nuclear safety decisions are being made is derived from a well-known quote from the late Supreme Court Justice Ruth Bader Ginsburg who said women need to be in all places where decisions are made The statement rings especially true in the nuclear safety arena as the best safety decisions are made when the deliberations involve diverse and inclusive groups of professionals sharing a wide variety of views Today we're joined by the distinguished Ramina Velsche the president of the Canadian nuclear president and chief executive officer excuse me of the Canadian Nuclear Safety Commission since August of 2018 In addition to her day job as Canada's head nuclear regulator She also serves as the chairperson of the international atomic energy agencies commission on safety standards Her expertise in the energy industry encompasses technical regulatory and adjudication areas Ms. Velsche was one of the first female nuclear energy workers in Canada and has worked in various capacities at Ontario Hydro and Ontario Power Generation She also previously served as a board member of the Ontario Energy Board the economic regulator of the provinces electricity and natural gas sectors President Velsche's reputation as a regulator regulator of the highest order precedes her And i'm honored to have her speak with us In addition to her incredible work in various other areas President Velsche has been a force for change on the international stage in the promotion of gender equity in the nuclear field In September of 2020 President Velsche along with Canada's ambassador to the international atomic energy agency and the IAEA's director general Established the international gender champions impact group on gender equality in nuclear regulatory agencies The group seeks to identify and implement policies to recruit and retain women Promote a diverse workplace and promote gender parity on international panels and delegations I have former chairperson Christine Savinike to thank for answering President Velsche's call to action and accepting the invitation to join the international gender champions impact group And it's my great honor and privilege to continue this important work Promotion of gender equity plays a key role in the future that I envision for the nrc And it's my absolute pleasure to help set the stage for a conversation Between president Velsche and our very own brook pool clark The newly designated secretary of the commission Ms clark previously served as the nrc's deputy general counsel for licensing here bringing in enforcement She also previously served as the director in the office of commission appellate judication Where she was responsible for preparing recommendations and adjudicatory opinions for the commission in support of its quasi judicial function In addition to her new role as secretary of the commission I'm excited to announce that miss clark will be serving as the nrc's gender champion Providing executive level oversight of the agency's participation in internet international gender related activities And to champion good practices and lessons learned related to promoting diversity and gender balance in the nrc workforce In her role as secretary of the commission, miss clark will be taking over for the illustrious the amazing indeed the legendary Annette vietty cook no pressure brook And I'd like to take just a quick moment to acknowledge the contributions and that vietty cook has made to our agency's important mission Annette you've made an incredible incredible impact on the nrc And i'm so very grateful for your many years of service to the agency and so grateful that our paths crossed With that Let's begin Thank you so much chairman hanson Again, welcome president felshey. It's so exciting to have you here with us today I was fortunate enough to hear you speak in person three years ago at our federal women's program advisory committee luncheon Which also took place during the rick You spoke then in a very powerful way about gender balance in terms of candlelight When we use one candle's flame to ignite another the original flame does not diminish But instead there is twice as much light more light that is shared the brighter the room becomes We've had three years since then to enlighten and be enlightened and to promote a sense of belonging in our workplaces And we've come a long way As can be seen in many examples the fact that we're holding this special plenary session is one Look, I couldn't agree more with you. So first of all, thank you so much chairman hanson and the us nrc for inviting me And giving me an opportunity to talk about something that is very near and dear to me So yes lots has changed for the better over the past three years certainly when it comes to gender equity in the nuclear sector and brooke as you said This session is really if it exemplifies the change in my mind three years ago. It was a side event It was you know part of the women's history month And we had you know a fairly decent attendance 150 or so people A few dozen men in there, but look at it three years later one It is now i'm chairing the stage with chairman hanson Which to me shows a couple of things the need for visible leadership And also that this is not a women's issue. This is a societal issue that requires Everyone to be part of the solution. So chairman hanson, I thank you for your visible leadership The second one is that this is no longer a side event. This is part of the plenary um, it it's part of our core business and um, so uh, again a great recognition of that and thirdly brooke congratulations on this New role that you have taken on because this cannot be done from the corner of someone's desk This requires attention. It requires oversight. It requires resources to make real progress And so I think just this one session and some of those examples is an indication to me on how far we have come But perhaps maybe to set the stage for our conversation brooke I'd like to share a short video With the audience. This is An initiative that was launched in the canadian nucleus sector One the no the regulator was the catalyst on how do we drive the advancement of women in nucleus? It's called dawn and um, and maybe what I'll do is get you to show the video and then Pick from there on why we have launched it and um, what are some of our aspirations and challenges that go with that? So maybe if we can roll the video, please Dawn heralds a new beginning A new light a new awareness. It's an apt name for our organization We are motivated by a vision of real change We recognize the importance of gender equity We are driving the advancement of women in nuclear The nuclear industry depends on people who are committed to learning Focused and curious Traits common to both men and women and yet women make up less than 25 percent of our industry's workforce We need an environment where all skilled and talented workers can achieve their potential An environment that welcomes broad perspectives and fresh energy Accelerating innovation and enhancing safety and productivity Progress has been made but there is still much to do Dawn is taking action now to close the gaps We inspire women to thrive To seek opportunities and take risks We help remove the barriers to advancement Enabling a healthy balance between the demands of senior positions and personal responsibilities We welcome male allies to join us in promoting inclusion and diversity These influential, experienced voices swell the ranks of industry stakeholders Who support the goal of gender equality in the nuclear sector This is a time of change And like the break of dawn women are lighting up the future of nuclear Leading by example rising to our true potential making the world a better place Learn more Get involved Take your place And make a difference So I hope you found that video inspirational And and it's an example of how the entire sector has come together to address this very very critical area of importance to all of us and You know yesterday was international women's day and I watched what was happening in the canadian nuclear sector How the day was getting commemorated the celebration of the contributions of women and a recommitment to where we really need to get to so Brooke maybe i'll turn it over to you and we can maybe pick on a few threads from here Wonderful. Well, president valshi among many other things You've taken a leadership role to look at issues impacting gender equity in a global context To name just one effort although a significant one You are the co-chair of the international gender champions impact group as chairman henson mentioned Which aims to take collective actions to advance gender equity in the nuclear regulatory community Can you tell us more about your work in the impact group and other international initiatives that you're working on and Why are they important to us as regulators? Um, so maybe let me just start off with why is gender equity important uh important to To me to society to us as regulators and some of this really doesn't need much saying I mean, I think we'll all agree that it's kind of the right moral thing to do Um, there is just a plethora of evidence that this is a smart thing to do. It's good for the bottom line It's good for productivity. It's good for innovation And and we heard from chairman henson how important it is to have diverse perspectives around the table That for us as regulators We want to make sure that there is a group think that there is an environment that welcomes different viewpoints That challenges the status quo and that ultimately leads to better safer outcomes and And when we improve the working life for women We actually improve it for everyone in our workplace And frankly for us Our public expects us, you know, when we talk about the need for enhanced trust and confidence of the public and the regulator They want to look towards us to say, uh, we reflected in in your makeup and how do you make your decisions? And so I think it's it's very important from that perspective, uh as well And so it was and and regulators play, I believe A very special role because we have the opportunity the platform to influence the entire sector In in the canadian context Soon after I took on my role It was very common at all our public hearings and proceedings that I would ask our licensees So how are you managing your talent? What's the representation of women? How are you changing that? What does your board look like? And now they all come prepared with those answers and they have got some really firm concrete plans And so I think as you saw with the dawn video, the regulator can actually multiply actually Exponentially grow the impact that we have and so it was kind of with that in mind That we thought well having this international gender champion group So these are diplomats that get together on driving gender equity And uh, I was asked if it would make sense to do that for the regulators And uh, we started off there were seven of us, uh chairman spinicky was one of the founding partners in this Um, and we have director general grossi from the ia ea and director general magwood From the oe cds nea both the strongest male allies for gender equity that I have seen And over the year and a half we've now grown to almost 30 members And our our key objective one is each member has to make a pledge that they are committed to Striving for gender equity that we agreed to share best practices with each other And we're putting a competing of these best practices And and and really last at our last meeting we agreed That we need to develop a framework of metrics of indicators both qualitative and quantitative That would allow us to measure how we're doing to track progress to Aggregate and synthesize and do a bit of comparison, etc And so we're making progress and and perhaps If you give me a minute brook, I'd like to share a couple of best practices that have been shared One is by the united arab Emirates regulator fennar Um, I think the uie puts the rest of us to shame in how much Advancement they have made in gender equity for a new nuclear comer they have pretty much got to equity And and and the holds have a very strong pipeline So, you know, you heard in the dawn video in Canada. We're at about 25 percent Which is pretty much the same across the globe generally But what's holds of greater concern to me is that when we look at Our universities and enrollment in stem programs It's still in the mid 20 percent So if we just left it to time to take care of things it won't and what fennar or the uie has done is There more than 50 percent of their stem Students are women is how they have driven this culture this policy direction On how we need greater equity how we need greater diversity You actually see that from the moment you arrive at the airport with the posters and their messaging And so that was shared with us uh one that canada shared one that i'm really proud of is we have a tool called Gba plus gender-based Analysis and the plus is that we started with gender but now go through all other kind of designated groups Whether it is persons with disability persons of color indigenous community members, etc And it's a tool that forces us to take a lens to all our programs all our processes all our policies and see Have we addressed any unique needs that may exist for these folks and we have found much to our chagrin Certainly even in our regulatory framework where we have introduced systemic biases unbeknownst to us that have actually precluded women from participating fully in our in our sector And so I think that gba plus is is a great tool. So the international gender champion impact group a great great Forum for regulators to get together and in the audience if they're nuclear regulators who have not signed up for it I I strongly encourage you to do so reach out to me and we will embrace you with both arms The second one that I want to and I don't want to steal the thunder from dg magwood, but the oe cds nea It's been doing phenomenal work when it comes to gender equity And right now they're in the midst of putting together pretty comprehensive policy framework that They're hoping that oe cd countries would adopt and it looks at attraction retention and advancement of Of women in in the nuclear sector I've been part of their advisory committee on this and again, I think It requires us addressing this issue at many levels from all fronts in a very collaborative way for us to make real lasting difference And so i'm really happy with with really the great progress that has happened in the last of the while When you talked about barriers, we'll definitely come back to that But let's talk a little bit about the pipeline, which you also mentioned here at the nrc We're continuing to restructure our workforce to support our mission and as a result of our strategic workforce planning process We anticipate a considerable increase in external hires to replace the loss of staff and critical positions Many of these are STEM positions to build our pipeline We do much of this through entry-level hiring including our recently refreshed nuclear regulator apprenticeship network And I I have to mention near to my heart the honor law graduate program for attorneys We also feed our pipeline through our newly re-established university nuclear leadership program These and other programs support our efforts To recruit a diverse high qualified workforce designed to support the agency's needs in our transformative environment Our recruitment activities will help to develop a diverse candidate pipeline as you note Include a focus not only on women, but also minorities veterans individuals with disabilities Where do you think the nuclear sector and you've given a few examples? But where do you think the nuclear sector including the regulators have done well? And how do you think our recruitment efforts can be better focused?  We have many folks who are close to retirement age And the labor market is very competitive And for us At the sector level it is difficult for the regulator to compete with the industry when it comes to compensation However, our mandate is phenomenal. So that's what attracts people. It's people who really want to Join public service and make a difference So the mandate helps but the other big part is Are our working conditions and what kind of a work environment and what kind of expertise and the kind of people that exist At the work because that is also a magnet to bring in the top talent that we want to So we have With my leadership team, we have increased our presence and our profile It the various different universities to talk about not only what we do But what is the culture in our organization and the kinds of values? that we uphold We have With with the great deal of engagement of our staff come up with hiring goals And and I truly believe that you've you've got to set goals You've got to have a roadmap. You've got to measure you got to be held accountable to those things And we have set those hiring goals for those different groups And using the labor market availability to try to normalize our goals And and they're very transparent about it. And as I said, we've done it in a very inclusive way And and one of the the benefits from the pandemic that has come about is it has For just everyone around the world has shown How effective we can be in a hybrid work environment And this has allowed us to extend our talent for whereas it would be in the National capital region in canada for the most part to really truly make it national And so over the last couple of years, we've been hiring people from across the country And that increased talent pool has really helped. I think our hiring process is very similar to yours We've tried to make sure that we tried to exclude any systemic biases that we've got panels that Are representatives that we don't all hire in our own mode so to speak and and and some of the other Interesting things that I have seen and some that you've talked about You know, they're core programs, internship programs Guaranteeing Of a job if you meet the requirements and something that I know that some of our licensees Folks in the industry do is sometimes they will make up funding that they make available to universities For instance conditional on that there is at least an expert's percentage of students that are, you know Of different minorities So I think what we're seeing is again a multifaceted approach and And we're seeing progress Excellent. So once we've recruited the top talent We have to focus on retention and avenues for progression At the nrc, you know, for example, we've we've done a variety of things and we continue to work on it One example is the commission approved changes last year to the resident inspector program to help recruit and retain Highly qualified residents and senior residents more broadly our chief human capital office has created an employee journey platform That provides opportunities for staff to explore career paths at the agency Another area of focus and really keen interest is elimination and identification first and elimination Of barriers or to horizontal and vertical movement that we may have inadvertently created over time One example is classifying positions a uniquely governmental, you know bureaucratic thing But we classify positions in certain employment series We may now find though that we can be more fluid in the series, you know For example a branch chief in a technical office In the past maybe had an educational requirement as a scientist or an engineer Maybe that position can be reclassified to allow for a greater diversity of candidates who've learned on the job Even in in ogc, we've made an effort to change prerequisites for some of our non-lawyer jobs to allow Training on the job so so that folks can move between employment series and find ladders for progression And as a result, we know we're seeing improvements in gender balance to give you just one example We've increased our percentage of women in the senior executive corps a little bit from 28 percent to 38 percent over the past five years And in diversity writ large So we have some seen, you know some good improvements and we're on the right track But where do you still see barriers to to women and others whether horizontal or vertically? Do you feel like unconscious bias plays a role in there? And you know, how do you think we can squarely address these barriers? So again, you know my compliments to the great work that's happening At the usnrc and you know, I and I can't take much credit for this at all But even at the cnsc we pretty much add parity At at all levels. So even on my senior leadership team of the six of us three women And further down as we go into the organization So where are some of the barriers? I think some of them are fairly fundamental It's even working conditions and something we actually just stumbled on In the last little while You know a sister regulator of ours the canadian energy regulator found that Some of their inspectors when they're out in remote work environments Have to put up with working conditions that are simply unacceptable And when they shared those with us, we said, you know, we really never found out from our you know It's fine with the large nuclear facilities. There are no issues. These are very enlightened employers with very strong Zero tolerance harassment policies and programs But for the more remote small operators industrial applications What are some of the the barriers the That that our inspectors encounter and we found that It is it's really tough. It's anything from Intimidating comments to pornography pasted in the workplace to you know Hardheads that have got all kinds of suggested comments on that just to make life uncomfortable and and and again conveying the message that you don't belong here And so we have Along with our other Regulators established this wire, you know women in regulatory enforcement come together and And see how can we make The workplace more conducive? How do we make sure we let our licensees know what our expectations are because when our inspectors are there That's an extension of the workplace but you know to your point around the systemic biases that That get introduced and i'm going to share something with you because it was just shared with me very Recently We do as i'm sure you do we do And semi annual reviews of our talent pool and certainly those full leadership positions And at our last meeting our HR person had come and you know given us a refresher around unconscious bias You know, it's mandatory training for all of us But again more of a reminder that as you're reviewing this candidate You know be aware and You know listen to it call it out when you hear it and I was sharing Sharing this with a colleague of mine and she says, you know, we this week are going through that same exercise You know, it's an international company. She's a general manager of one line of business And i'll share with you what happens at our forum because they too have gone through This unconscious bias training And she shared with me a screenshot and these were the adjectives that were used to describe The two dozen or so women in that senior leadership pool and I want to share these with you shrill bossy hysterical ice queen moody high maintenance feisty pushy aggressive um, and I think most of us have heard that uh before and and and only to say that This was said, you know, these gendered bias terms without anyone calling it out and uh, and I think some of this Is so insidious in our workplaces That we almost become oblivious To it and every now and then we need to get shaken up and saying watch out look out and be aware So, uh, I wouldn't want us to even for a moment to think that we don't have challenges that need to to be addressed Thank you Well, finally you've spoken previously about All this mindfulness this all goes back to early childhood an example that you've given in the past that really stuck in my mind Was the example of a teacher in a primary school? Maybe kindergarten giving boys a robot picture to color but giving girls a clown Um as the regulators, I think we are looking for opportunities where we can educate and excite student populations about About regulatory careers and about STEM careers our efforts are focused in the main At the university level. We have university champions the co-op program internships as you've discussed These efforts help bring students, you know to our to our our agencies and to the nuclear sector to experience the work um How do we better focus on youth education from childhood all the way through the university? um So again, this is uh, I think it's fundamental that we address it right at the early stages of building that pipeline and um, you know Research has shown that for some reason when girls get to their early teenage years suddenly something switches in their brain and science And math is not quite as attractive as it used to be and then they opt out for from STEM programs and so, uh, that It's grade eight, but it's like the 12 to 14 year olds To me is that critical age that some intervention is required What we're doing at the cnse as an example, you know, we have a women in stem initiative I have a gender champion like you broke in my organization that running a whole lot of great programs and one of them is our outreach program Where we want to reach out To younger students boys and girls to talk about STEM careers, but really to be role models What has become very evident is the importance of role models that if I can see her I can be her and we need to have that greater visibility by By our younger engineers and scientists And and the NEA has got these mentoring workshops that they hold for young girls I have been a mentor and coach here for many of their sessions again, extremely successful but I think it needs to start at a young age and um, and you know that that example of the the clown in the robot is classic because the teacher probably thought oh, at least I didn't give her a doll to color right and that that's progress but um Yeah, we got a ways to go, but we've got some good things happening as well Well, thank you so much president felshey Looks like we have a little bit of time to take some questions while I have some for you. I have a couple that will also include chairman hanson I think I would start at start off, you know, we're we're hopefully coming out of a coven the covid pandemic a little bit Returning to our new our new normal in the workplace a hybrid workplace And you talked about this and the benefits that we realized from hybrid work Here's a question for you both There has been a change in how management views telework as a result of the coven 19 pandemic Many organizations including both of ours have implemented new workplace flexibility guidelines How do you think these new guidelines will impact have impacted will impact the advancement of women? Shall I go first? Sure password then chairman hanson So I I think for for our organization and just overall I think it's a very very positive move to provide this greater flexibilities Especially for women, but but you know everyone benefits and and my organization has really tried to maximize the flexibility let the teams decide how often they need to come into the office and So not only has it increased the talent pool. I think that flexibility allows greater Work-life balance and again from the pandemic. We've heard some horrendous numbers like 40 of the women want to leave the workforce We're not seeing that in ours. And I think that flexibility goes a long way The other thing that has come up from the pandemic that I just want to highlight Is the different leadership styles that have been Appreciated a lot more and certainly the empathy angle has been such a critical part of helping us Become resilient and get through it and these tend to be kind of the more softer side of leadership skills that women sometimes have an advantage of that And I think more importantly than the advantage I have seen even in my organization just a greater confidence amongst the women leaders on On there on how supportive that can be for their folks and how they can help bring out the best In in their in their staff. So I think All this bodes very well Absolutely, it's so a couple thoughts and and I want to Pick up on I think a couple of themes that president velce mentioned right the The covid pandemic provided an opportunity to kind of reset How we think about work and I think maybe before the pandemic there was a bit of a career penalty associated with telework and and the the sincere hope on my part is is that With the pandemic and the pervasiveness now of telework that that penalty has gone away And we have to be careful as we move into these new modes of working together We don't kind of unconsciously kind of reinstitute that and And so there really is a kind of an a an opening here for more creativity about how to work together and To pick up on a theme. I think that president velce mentioned the notion of presence and intentionality in online and hybrid work really Takes on a greater importance and and and that there is I hope a More appetite for a bigger diversity of management styles Kind of kind of going forward. So I'm I'm really optimistic and hopeful That some of the changes that we're going to be grappling with going forward and provide more opportunities for women participation and women leadership in the workforce Thank you both Here's a question for president belcher In your opening remarks president belcher, you mentioned that gender equity is a problem for society as a whole Not just a women's issue. Could you expand on that? How do we bring more allies into the fold? Thank you for for that question. Um You know one of the biggest challenges that we face with what we're trying to achieve is that Some folks think this is a zero sum game that if if women were to advance It's at the expense of men and and so brook. I really appreciate it in in your opening comments where you talked about my candlelight analogy And and what we have found is when you have men joining of course as you saw in the video too You've just got that much more momentum that's being built and we are really preparing our Work environments for the future where we want to make sure that our workplaces are welcoming Of everyone that there's a sense of belonging and that we enable and empower everyone to reach their true potential and so Men need to be part of that this is as I said, it's not a women's issue only it makes everyone's lives better and we are all brothers and fathers and Husbands and so there is also that personal interest in this and and When if it's just seen by women it just put in as a side issue that Needs to be handled by women. This is really for society to benefit and as I've said the results have shown It is society that benefits from greater involvement of women Another one for you president belchie and this question I think is a really critical one As a woman in nuclear I often find I have to work 10 times as hard as my male counterparts to gain and maintain my credibility And I am judged far more harshly for minor mistakes or errors that my male peers are At times feel my contributions are ignored in favor of a male perspective or credit is given to males over me In environments such as these it is difficult not only to stand out from my peers But to remain competitive for advancement in my own career What advice would you give women who face barriers to advancement as a result of conscious or unconscious bias in the workplace? I um I hear that question often sadly I still hear that and it is the reality for many I too have encountered that and I'm happy to say I don't As much now But I certainly have in uh in my career And so in our dawn video the first theme that we picked on was around the confidence gap Because that just erodes one's confidence that if every time You say something and then someone speaks over you and and and you know Someone says oh, what a great idea when he said it as opposed to you said it and you go Oh, did I not Make myself clear. Did I not convey it? And it's always looking inwards to say what could I have done better as opposed to frankly? It was probably not you at all and so mine is one is You know, don't be harsh on yourself got to be kind on yourself But this is where allyship comes in that people can't be bystanders If any one of us hears that men or women in a meeting Where someone talks over someone or someone kind of picks someone's idea and presents it as their own It behooves the rest of us to speak up about it And and I was at an international women's day event yesterday where I was speaking and one of the questions I got It's kind of in a similar vein But I but I but I want to share that with you because it was a very painful question to me Where a woman said, you know, she often and other women often here in meetings Well, if you just smiled he will do it And how do I respond to that and again the message being that all a woman has to do is look pretty and be nice And that's all it that she can actually do That's all that's expected of her and it just erodes our self-worth and our confidence Immensely, I don't think anyone appreciates the price we pay for that and to the men It may be but I paid her a compliment. Well, it's not a compliment buddy. It isn't so Again, I think it's so important that when we do, you know, it's these micro aggressions That when we when we speak about these at different fora that we come forth with those kinds of concerns Give our side of it and let people appreciate what this is doing to us and the impact that it does It's those paper cuts, right and over time suddenly you go I can't take this anymore. I'm out of this and you've got to prevent that It is a real issue and it requires All of us to address that And one I think we have time for one more question before I turn it over to chairman handsome And this is a question for both of you What are some of the ways that the leaders and regulatory agencies with strong female representation Can influence or other organizations in the nuclear sector with lower female representation? Especially when little change to those numbers has been seen over a period of years All right, you go first chairman henson Except that I'm on mute like everyone at some point in this pandemic. So What what can we do? I think that's I think that's a great question. So, you know When I talk inside the when I talk inside the agency I talk about diversity inclusion and its importance and the importance of women in the agency But I try not to just do it When I'm talking to nrc employees, I actually try to do it when I'm actually out talking to industry groups as well So when I go talk to the nuclear strategy industry, whatever it is and sciac at the u.s Part of the u.s nuclear energy institute I also talk about the importance of diversity and inclusion and And that prompts them oftentimes to then turn around and tell me what it is that they're doing as well and so I think sometimes having that Uh outside the agency having people know that that's a priority for the nrc and for me personally I kind of um, I have some hope Hopefully not polyan ish, but some hope that that makes a difference And and I you know, maybe just to build on what chairman henson has said I have been Frankly quite aggressive about this. Um, even before I started this role. I made it known that this was uh of critical importance to me as we build our talent and as we look for a more Safe look for safer outcomes So I do the same when I meet with industry when I meet with the boards of directors when they appear in front of us at the commission I will ask I will challenge And maybe I'll just give one example on on the difference it does make at a very um working level We had um at a A licensed renewal hearing one of the employees from one of our uranium mines. Um, who's uh A jet or system operator the first woman in the world Maybe the only woman in the world and she was you know, they had to talk about that great Culture they're having the organization the support of their leadership and so on and I asked her I said if there was one thing that your management can do to make your workplace more conducive, what would it be? and her answer was A women's washroom underground would be kind of nice and I mean, oh my god I fought that 40 years ago and today we still Of uh, you know some fairly basic things are not available And but but here's the difference today compared to when I had to struggle with this 40 years ago the very next day We got the licensees commitment that work was underway to build the washroom and yesterday I was speaking to that particular employer and You know, it was the I wouldn't say it was at the regulators Nudging they probably realize this is the right thing to do. I think we can make a huge difference as the regulator Yeah, and we should exercise that Thank you. That's a great note on which to end. Thank you so much president valshi Chairman Hansen I turn it over to you for closing remarks Thanks, brook, and thanks to you both For what has really been An incredible conversation. I could I could sit and and listen to you both talk All day long Even though I think as as you both really kind of brought to the floor and amply indicated that listening is not sufficient Right, there's a lot of work to do and we need to get to it Um, I'm glad we're doing this the day after international women's day international women's day I think is a really important event globally To highlight these issues But it's just one day and I think what really matters is what we do the next day and the day after that So I was glad I'm At first I thought oh, we should be doing this on the 8th. No, no I think today is actually the perfect day and in fact every day is the perfect day For an event and in a conversation Like this. There are so many themes to pick up on. I'll just bring one. I loved Ramina your kind of word association a little bit and it reminded me To be really careful about the b word in the in the workplace and that b word is bossy And bossy is just fine because that's oftentimes how things get done Um, uh And and and so forth before we go. I know it's uh, 11 30. I want to put in a plug For the event this afternoon. There's a There's a session this afternoon the the federal women's program advisory committee here at the nrc as well as our Office of international programs will jointly host a panel called making a global impact women in international nuclear policy To highlight the roles that women are playing in international nuclear policy and engagement Activities they have an incredible lineup Including some of my favorite people margie donan and joys connery around that panel And uh, I think it promises to be a fantastic event and I hope you will all return and join us then Thank you both so very much


Amen. So keep your place in Acts chapter 15. We're going to be going there in just a few minutes. So tonight we're talking about Personality types. We're talking about personality types and many of you took the personality test and you all have your different personalities. So what I want to do with the next couple of sermons is I want to first I want to pick we're going to talk about a certain type or maybe a couple types of personalities in each sermon and then I want to pick a character in the Bible that I mean obviously I don't know but you know who I think would match this personality type. Look at a story in the Bible about that and then I want to go through what secular philosophy says about weaknesses and strengths of this personality and see if they are according to the Bible really weaknesses and strengths. Okay, so that sounds complicated, but tonight we're going to talk about defenders and we're going to talk about defenders and defenders actually share a lot of these characteristics. We're going to talk about this evening with Councils.  So defenders are one of the largest groups of personalities on the person personality test. They say 13, 14 percent of the population is defenders in churches that I've been in most most of the time you'll usually see a lot of defenders. I think almost every one of my family is a defender except for me. So defenders we're going to talk about this evening. Now the main category or the main characteristic of defenders is that they are supportive people. Let me read you what secular philosophy says. Defenders are the universal helpers sharing their knowledge, experience, time, and energy with anyone who needs it and all the more and all the more with so many friends and family. People with this personality type strive for win-win situations choosing empathy over judgment whenever possible. So keep that in mind that they choose empathy over judgment whenever possible. So now look at Acts chapter 15 and let's look at verse number 36. So Acts chapter 15 is a long chapter. There's a few things that happen there, but towards the end of the chapter Barnabas and Paul actually get in an argument and they get in an argument that is so heated that they actually don't go out sharing the gospel together. They take their ministries in separate direction at that point. Look at verse 36. So what was this about? What was this about and what does it have to do with our sermon this evening? Look at verse 36 of Acts 15. The Bible says, and some days after Paul said unto Barnabas, let us go again and visit our brethren where we have preached the word of the Lord and see how they do. And Barnabas determined to take with them John whose surname was Mark. But Paul thought it not good to take with them who departed with them from Pamphylia and went not with them to the work. And the contention was so sharp between them that they departed asunder from one another. So Barnabas took Mark and sailed unto Cyprus and Paul chose Silas and departed being recommended by the brethren unto the grace of God. So Acts chapter 13 go back a couple of chapters. So basically in Paul's first missionary journey something happened. Something happened in his first missionary journey in Acts chapter 13. And what happened was in Acts chapter 13, look at verse number 13. Now when Paul and his company loosed from Paphos, they came to Perga in Pamphylia and John departing from them returned to Jerusalem. So if you read Acts chapter 13 verse 13, you're like, okay, he left.  You're kind of reading through that and it's just kind of a oh by the way, you know, John or surname Mark, you know, he just left, okay. But we find out in Acts chapter 15 and so many things in the Bible are like this where gaps are kind of filled in as you read. We find out in Acts chapter 15 that Paul did not approve of John leaving at this time. He felt betrayed. He felt like he didn't stick it through. He felt like he should not have left. We don't know why he left, but we do know that Paul didn't think it was okay. All right. Paul didn't think it was okay. Now turn to Colossians chapter 4. Colossians chapter 4 in verse number 10. So in Colossians chapter 4, look down at verse number 10. But the first thing I want to point out is that Paul thought that Mark shouldn't go in Acts chapter 15 and Barnabas was advocating for Mark. Barnabas was choosing mercy over judgment and Paul was just not letting it go. He was saying, I don't think he should come with us. He's not reliable. He left us. You know, he could leave us again, whatever his reasoning was there. But Paul didn't want him to go. Barnabas did. Now here's an interesting thing about Barnabas. Look at Colossians 4 in verse number 10. In Aristarchus, my fellow prisoners saluted you and Marcus, sister son to Barnabas, touching whom you receive commandments if he come unto you, receive him. So first of all, now you know, we're talking good about Mark again. We're talking good about him. But the point I want to make in Colossians chapter 4 in verse 10 is you have Paul that doesn't want to take Mark because they left him and Barnabas that does. But Paul, or Mark, is sister son to Barnabas. So what does that mean? That Mark is Barnabas's nephew. Okay, so he's advocating for his nephew. That's just kind of an interesting fact for you there. But look, Paul was not a defender, clearly. Paul was not a defender. But Barnabas, in my opinion, likely was. Barnabas was very supportive and as this secular description of defenders gives us, he was choosing mercy over judgment here. Paul was hard charging, getting things done. I mean, think about him before he got saved. And then Jesus decided to grab him and get him on the right team. But look, with Mark, this didn't work out well. Because Mark was either not as hard charging as Paul or it doesn't, you know, it obviously doesn't mean that Mark didn't have value as a disciple. He became one of the greatest disciples. He wrote the Gospel of Mark. But in this case, he kind of got run over by Paul. So, you know, who was right is what people will ask. You know, who was right? You know, maybe they were both right. Maybe Paul and Mark weren't a good pair together. And Barnabas and Mark were supposed to go together and Silas and Paul were supposed to go together. But I mean, the Bible does say this as far as defenders go, as far as what Barnabas did. You know, blessed are the merciful for they shall obtain mercy. So, I mean, the Bible actually lines up with this advantage or this strength of defenders. Showing mercy whenever you can is the right decision. Mercy over judgment.  And, you know, I don't know about you, but I need mercy. I need mercy from the Lord. So, Mark was a great disciple. He wrote the Gospel of Mark. But he just didn't fit well with Paul. So, it's a good thing that we had a defender here in the Bible. Turn to Galatians chapter 5. Turn to Galatians chapter 5 and look at verse number 13. So, it's good. It's good that, you know, Paul had a different, you know, personality type than Barnabas, but it all worked out. It all worked out where they both were able to find somebody to go with, and now you have two teams instead of one. So, turn to Galatians chapter 5. Look at verse number 13. On defenders being supportive. On this being a strength. Look what the Bible says. For brethren, you have been called unto liberty. Only use not liberty for an occasion to the flesh. You've been called unto liberty, meaning you have free will. You can do whatever you want. But don't use liberty for an occasion to the flesh. But by love, serve one another. There's your defenders. The Bible definitely teaches that we should support one another. Be a help to one another. Be a blessing to one another. I mean, think of just all, just personally, think of this just for a minute. Think, we've been here for almost, what have we been here? A little over a year and a half. Think of all the brothers and sisters in your life in this room, in this church that have been a blessing to you. That's what we're supposed to do. Think of all the brothers and sisters in your life that maybe they weren't a physical blessing to you. Maybe they were just an emotional blessing to you.   It is a blessing just being here with you all every Sunday and every Wednesday and Saturdays and whenever we all get together. So look, we are blessings to each other and I'm sure that you can all think of people in this church that have been individual blessings to you, whether they're defenders or not. So look, defenders just have a tendency towards it. They have a tendency towards it. But you know, we should all be this, you know, have this strength of being supportive of one another. You don't have to be a defender to do this, you know, just do what we're supposed to do according to the Bible. Now, let me ask you this. As far as being supportive of one another, turn to 1 Corinthians chapter 5. Could being supportive and empathetic always, you know, is it always a good thing? Is it always a good thing no matter what to be supportive? You know, should you always support your brothers and sisters in Christ? No matter what. The answer is no. Okay, so this is a miss on secular philosophy right here. Should you support anything is the question. Look at 1 Corinthians chapter 5. Now look, secular philosophy would say yes. Be who you want to be. Just find yourself, man.  You know, that's what, there's a name for those people. What did you guys call them? Punkers or something? You know, hippies? You know, there's some California name for these type of people with the hat build up. They're just like, bro, just bro, dude, bro, bro. You know, that kind of personality, you know, that's the philosophy of the secular world that just support anything your kids, they just float around in the world and they just choose whatever wicked thing grabs ahold of them and just support them no matter what. Wrong! The Bible does not teach that. Look at 1 Corinthians chapter 5. But we're all saved. We're all brothers and sisters in Christ. We should be supportive of each other no matter what. Wrong! Wrong! That's not what the Bible teaches. Look at 1 Corinthians chapter 5 and verse number 11. But now I've written unto you, not to keep company.  If a man that is called a brother, look, this is your brother in Christ. This is your brother in Christ.  If a brother be a fornicator or a covetous or an idolater or a railer or a drunkard or an extortioner with such and one, no, not to eat. It's like, don't be fellowshiping with these people. That's why a biblical church, look, if someone that's called a brother is in fornication, you know, they're going to have some certain choices laid out to them in a biblical church where they're either going to not be in fornication anymore or they're going to have to leave the church. I mean, we don't want that to happen, but that's what's going to happen, because that's what the Bible says. Because we're not to keep company. How can we keep company? I mean, how can we not keep company if people, we just allow people that are in these sins to come to you? Like, how serious could you really preach against these sins if we just allowed it no matter what in the church? So for what do I have to do to judge them that are without? Do you not judge them that are within? But them that are without God judges. Therefore put away from among yourselves that wicked person. Look, it doesn't say they're not saved. It doesn't say that they're not saved. Eternal security is eternal security. It's a punishment. It is meant to be a punishment for what end? So they get right and come back. We're not just going to ignore sins that will destroy people's lives.  More protection right here. Just like we talked about this morning. Look, certain sins turn to 1, 2 Thessalonians chapter 3. Certain sins should cause us to not be associated or not support our brothers and sisters in Christ. It doesn't mean it doesn't mean that they're not still brothers and sisters in Christ. It doesn't mean that they're not saved. It just means that they should be put out of the church and we shouldn't be fellowshiping with them in certain cases. Now look at 2 Thessalonians chapter 3. We see another case. Look at verse number 7. For yourselves know how you ought to follow us, for we behaved not ourselves disorderly among you. Neither did we eat any man's bread for naught, but wrought with labor and travail night and day that we might not be chargeable to any of you. So Paul is saying here, he's saying, look, when we were there, when we were there with you, they didn't come to be evangelists and to preach at these churches and just live off the people. They did not do that. Why? So they weren't chargeable to anybody. They didn't ask the church to put them up and take money from the church. Look, not because we have not power. Not because they wouldn't have been right to do so. They could have done it. They're laboring for the church, but to make ourselves in a sample under you to follow us. They're just trying to be an example to the flock. Look at verse number 10. For even when we were with you, this we commanded you, that if any would not work, neither should he eat. Boy, would that solve a lot of problems today. When people get hungry, I bet they're going to work. When people get hungry, I bet, you know, when you see a healthy man, when you see a healthy man with two arms and two legs standing around, you know, asking people for money all day long, he should be working or he should get hungry and then he'll go to work. That's what the Bible teaches. For we hear, look at verse number 11, for we hear that there are some which walk among you disorderly. What's that mean? So they're not in order. They're walking in the wrong way, working not at all. So not only are they working not at all but you will always see these two things connected by the way. You will always see these two things connected. They're working not at all but our busy bodies. Now them that are such, we command and exhort by our Lord Jesus Christ that by quietness they work and eat their own bread. But ye brethren, be not weary and well-doing. But here's the thing, it goes further than that. It goes further than that. Look at verse 14. And if any man obey not our word by this epistle, note that man and have no company with him that he may be ashamed. Look, you're not supposed to support that. If there's some man that just won't work and is just mooching off the church, mooching off people, won't eat his own bread, the Bible says get hungry and then he'll work. We're not to support that. And as a matter of fact, not only are we not to support that, we're to not even have company with that. All these things are the same philosophy, folks. How could we preach against these things? How could we try to raise kids to, you know, believe what the Bible is preaching here when we just allow it all around us? I mean, we're all sinners, but these certain things are not to be allowed in the church. If a man won't work, we shouldn't keep company with him. That's what the Bible is teaching here. So there's some things, defenders, councils. There's some things that shouldn't be everybody, by the way. There's some things that shouldn't be supported. And I just read you a few here. I mean, sin shouldn't be supported by your brothers and sisters in Christ. You should not be helping somebody, enabling somebody. I mean, we talked about some things that will get you actually thrown out of the church in, you know, extreme cases. But look, sin in general. Think about the support that you give people in your life and think about is this support that I'm giving enabling sin? Is this support enabling, you know, bad behavior that leads to sin in this person's life? I mean, so think about that because you can be supporting someone in the wrong way. So what are some other things about defenders? I'm just going to read through a few more. I don't have time to go into all these, but I mean, it's basically all positive things about these people, okay? It's kind of sickening. No, I'm just kidding. They're reliable and patient. They're imaginative and observant. They're enthusiastic. They're loyal and hardworking. And they have good practical skills. I mean, that's all pretty much really great things. There's nothing bad you could say about any of those things. But, you know, now their listed weaknesses is where it gets really good, okay? So there's all these wonderful things that you could really, I mean, I tried to find some negative in the supportive part and there is some negative in that where if you support the wrong things. But look, the rest is very positive about the defenders. Now, here's the listed weaknesses and this is where it really kind of gets me. Why defenders get so much sarcasm from me? So here's their weakness. Their weakness is that they're humble. That's kind of like going to the job interview and it's like, well, tell me one of your weaknesses. Well, I'm just, I'm too hard of a worker, Bob. You know, Bob, I'm just, I'm just, I'm too dedicated to the company, Bob.  I don't know. But look, this weakness, this weakness listed as being humble is actually a biblical strength, okay?  So, I mean, the point I'm trying to make here is with some of these things is you need to be careful with secular philosophy and advice. And the reason, this is a great example because the world, the world teaches you that you should be praising yourself.  And look, you're going to see people get ahead that way. You're going to see it. Look at Proverbs 27 verse 2. The Bible says, let another man praise thee and not thine own mouth, a stranger and not thine own lips. Look, you're going to watch people get ahead by praising themselves, your whole life, just get used to it. But that's not what the Bible says. That's not what the Bible says. You know, I mean, I think about people that just come into a new job and just tell people constantly about how great they were at their last job. You know, oh, I've done this and this and this and this and I'm just, I'm kind of like, well, what can you do now? Is what I think when people are just constantly praising themselves like that, show me what you can do here. So don't listen to the secular advice on this one, defenders. It's good to be humble. And God, look, God turned to 1 Peter chapter 5. Turn to 1 Peter chapter 5. This is all you have to remember about being humble. If you're like, well, you know what? If I'm humble, nobody's going to know. I mean, if I go to work and I do a good job and I fix something and nobody saw me fix it. What?  I must go tell everybody how great I am and how good I am at everything and all the great things that I do every day or every week or whatever. Look, you don't have to do that and that's why. Look at 1 Peter chapter 5 in verse number 6. The Bible says, humble yourselves therefore under the mighty hand of God that he may exalt you.  That God will exalt you. And look, that may be through other people. That may be through other people. You just go and do what you're supposed to do, do something about it, help others, be supportive when you're supposed to be supportive and you let God handle the credit. You let God handle the recognition. It says God will exalt you in due time. And it might not, look, you know what that means? It might not be right away. It might take some patience. Maybe you have to work somewhere and work really hard for a year.   But the Bible says if you're humble that God will exalt you in due time. But be patient. So be patient. That you deserve. It's our, look, it's our flesh. It's our flesh that wants people to notice us. That wants people to notice us.  They take things too personally. They're sensitive. They repress their feelings. And, you know, this is a good one. They overload themselves. They just work too hard. That's a weakness. So, but here's an actual weakness. I actually have a real weakness here of defenders. And look, I'm kind of saying it tongue in cheek to just defenders. This is a weakness for anybody. But the secular philosophy says that defenders will have this weakness. And it's this. Is that they are reluctant to change. Quote, these challenges can be particularly hard to address since defender personalities value traditions and history highly in their decisions and are reluctant to change. Turn to James chapter one. Now, this is actually being reluctant to change is actually a very serious weakness. It's a very serious weakness. And I mean, there had to be one with these folks, right? So here it is. They're reluctant to change. Turn to James chapter one. And I'm not saying that if you're a defender that you have this weakness, okay? I'm saying that this is just a tendency that secular philosophy will say that defenders have. And you know, I'll get to that at the end of the sermon. Turn to James chapter one. So reluctant to change. You say, why is that a weakness? But it's a serious weakness. Look at James chapter one in verse number 22. The Bible says this. It says, but be doers of the word and not hearers only deceiving your own selves.   You're deceiving yourself. Then he gives a little analogy. He gives a little analogy that's even scarier. For if any be a hearer of the word and not a doer, he is like. So here we go. He is like, or I guess that's a metaphor. I didn't do very well in English. He is like unto a man beholding his natural face in a glass. For he beholdeth himself and goeth his way and straight way forgeteth the manner of man he was. So here you have a man who walks and he looks at himself in the mirror and he recognizes himself for who he is, for his sin and for just the ugliness of what he's been doing and the way he's living his life. And you're like, that sounds pretty good. He sees it. He sees it in the mirror.  You're like this guy. You're like this guy, looks in the mirror he sees how bad he is. Because look, that's the first step. That's the first step to change. But look what he does. And he goeth his way and straight way. Look, that means right away. Right away, straight way he forgeteth what manner of man he was. So he looks at it, he sees it he sees how bad he is. I mean, look, step one's admitting you have a problem. Even the secular people will say that. He admits he has a problem he sees the problem and then he turns away from the glass and he just forgets about it. That's a terrible curse to have right there. That is a terrible look, why do I say it's a terrible curse? Because look, if you have that curse where you are a hearer only, you know what that means? That means that church can't help you. That means that your brothers and sisters in Christ can't help you. That means that the iron that's supposed to sharpen iron can't sharpen you. That means that the Bible can't help you. If you sit there and you read the Bible and while you're reading the Bible you're like oh, you're getting the it's just pouring into you and then you turn away from the Bible and you forget it five minutes later. That's a terrible curse to have. This is the reluctance to change. It's what James chapter one is talking about being a hearer and not a doer.  That person that listens to sermon after sermon how many people have you heard of that just binge watch sermons online or whatever. But they just change nothing. They change nothing worse. What did Matthew five say? Blessed are the merciful for they will obtain mercy. How about this person? How about the person that just constantly is just pouring sermons into their mind and then will change nothing but they get super judgmental about everything. How about that person?  I mean, it would be terrible to be that person. So look, reluctance to change is a bad one. It's a bad one for anybody. This sermon is just a reason to bring it up. It's a bad character trait to have. You have to listen to the Bible, listen to preaching, listen to the Word of God and actually do it and actually change. Or you will do nothing for yourself. You will do nothing for your family. Do nothing for your children.  Your kids and you'll be shocked at the age that they start to see this.  They can sense hypocrisy right away at young ages and see it in you. Here's the last one I want to bring up. Another weakness for defenders is this. They are too altruistic. It's not a weakness. It's not a weakness. As a matter of fact, it's let's just park it here for a minute. Turn to what is altruism? Let me explain what altruism is first of all. First of all, it's a theory. What altruism actually is keep this in mind. It's a theory that was coined in the 1800s. In the 1800s. Like 200 and some years ago. Now here's the definition. This is another example of why we have to be careful about secular philosophy in general. Altruism, coined in the 1800s is the principle and moral practice of concern for happiness for human beings or other animals resulting in a quality of life both material and spiritual. It is a traditional virtue in many cultures in a core aspect of various religious traditions etc etc. It's basically a secular term. Turn to Philippians chapter 2. It's basically a secular term coined to describe the mind of Christ. Talk about a rebranding.  But it's also keep in mind it's also listed in the weaknesses of this personality group. Look at Philippians chapter 2. Look, I wouldn't go around. Look, I wouldn't go around saying I'm altruistic. I would go around saying I'm a Bible-believing Christian. That's what I would say. It's the same thing they stole the term. They rebranded it. Look at Philippians chapter 2 in verse number 8 or verse number 4. The Bible says look not at every man on his own things but every man also on the things of others. Let this mind be in you which was also in you. This altruism is the mind of Christ. The definition of altruism is what Christ was. He came here to do nothing for himself. That's why this stupid book that came out 15 years ago or whatever of the Da Vinci thing where it's like oh Jesus was married and all this kind of stuff and everyone's like oh what's the big deal if he was married? It doesn't change the fact that he died for the sins of the world. Yeah, it changes everything because Jesus didn't come here to do anything for himself.  He did nothing for himself. Nothing.  It's stealing basically the best thing that's ever happened to the world and calling it some name. Call it whatever term you want. Jesus had it first. Okay? But look, it is the world that's listed as a weakness. Let's get back to that. Being selfless and doing things for others and being selfless to the point of sacrificing yourself for others and looking on the things of others is considered a weakness to the world. That is considered a weakness to the world. I mean a weakness to serve others? A weakness it goes right with praising yourself and right with being humble. The world would say that being humble is a weakness but the Bible says it's a strength. It's what you're supposed to do. But I mean also, but here's the reason that altruism notice it said that there's a certain lifestyle that comes from it. Did you know that helping people creates joy in you? Did you know that? Did you know that somebody some of the guys were talking today and I was just listening to them talk and they were talking about the ministry. They were talking about the ministry and how difficult the ministry was true and how it just would be tough. I think we were talking about in the context of what our kids would be or something like that and yeah, it would be tough to be a pastor and it would be tough to go into the ministry. Yes, but you know what? There's actually a lot of joy in it. There's actually a lot of joy in it because being in the ministry you know I have a unique opportunity to help people. I have a unique opportunity and my wife has a unique opportunity to be put in positions to be able to help people and you know what? That creates great joy in us. Because helping people, I mean it seems you know it seems counterintuitive. It seems counterintuitive, right? Because look the world teaches that you need to focus on what you can get. You need to focus your life on what you can get. That's what the world teaches you. That will make you happy. What can you accumulate? What can you have? That's what the world will teach you. In the Bible's teaching it's not a little bit different. It's opposite. So let me ask you this. Why are so many people that accumulate all these things and focus only on themselves? Why are they so miserable? Why are all these celebrities like miserable? King Solomon and Ecclesiastes, he did it too. I mean why? Because you know what? The more you focus on yourself and the more selfish you are the more depressed you will be. Depressed people are selfish people in many cases. They're focused completely on self but look helping other people will create great joy in you. Being supportive where you can actually do something. We're not to do things for people that are going to turn it into sin or go off and sin with it. But if you can do something that will help your brother and sister in Christ and that will help build them up and help move them forward in their Christian life and you do that, look that's a great thing you're supposed to do that, but you'll get great joy out of that. I mean it's not like all the rewards are in heaven. A couple of the guys said but being a pastor is a great retirement plan because of all the rewards in heaven. Okay maybe true, but there's rewards here too because it's very joyful to help people but it's counterintuitive to what the world teaches you. So being altruistic but just quit using that term having the mind of Christ is a strength is a strength and we need to have it. We need to have it. So look, I mean we see here that defenders, that councils they're tuned they have the tendency to be caring and supportive people to be humble people to be very selfless people these are all very good things but look, these are things that we should all be which brings me to really the lesson on these sermons is this no matter what these silly little surveys say and all these secular studies say our tendencies may or may not be that's why when I told my wife what my results were she started crying and I said no it's no big deal because I don't have to be that way I don't have to be that way the reason people like this stuff the reason people like this stuff is because they can seem accurate these surveys they can seem accurate they can say yeah I do see these tendencies in myself but look, the point I'm trying to make the point I'm trying to make tonight and next Sunday night is it should have nothing to do with who you actually are these surveys we should be reading we should be listening to the word of God and becoming that all of us no matter what your tendencies are no matter what your flesh wants you to do regardless of what these things say regardless and look it can be a crutch it can be a crutch you can say well I am that way and I just defend and I just support everything and I support all this wigginess because that's just my personality that's just who I am no, you are to listen to the Bible and be a doer not just a hearer no matter what your results were just a little survey you are to be what the Bible says you are to be and that means that's going to require for everybody that's going to require some change that's going to require some change but here's a measuring stick for you before we close this evening here's a measuring stick for you you say well how do I know if I can change or not how do I know if I have the ability to change or not because a lot of times the reason people that will just never change don't seem to realize that they won't change these are the people that kind of have the blinders on and they don't realize that they've got problems in certain areas they listen and they behold their natural face and they forget right away and it's not obvious to them well here's the thing the closer this survey is to you is a measuring stick of your inability to change as a Bible believing Christian because you should be reading the results of your survey and you should be going through the biblical strengths you should be able to filter these things you should know the Bible and you should be able to filter secular philosophy through the filter of the Bible and you should be able to look at this and say I need to be humble no no it says that that a commander is not humble and that he's arrogant but you should be knowing that and humbling yourself and you should say yeah but I am you should try to be humble you should recognize that and be changing and knowing to change you should know as a defender that you may have a tendency to support things and you should read that and be like yeah but I don't support everything because I know what the Bible says and I don't support everything look even kids you want to hear the baby boomer generation in a nutshell here's the baby boomer generation in a nutshell they raised a bunch of wicked kids they changed their philosophies look I don't like blanket statements this is a stereotype but the point is they changed their philosophy to match how their kids turned out and they support every stupid thing or every wicked thing that their kids get into they change they change on fornication they change on homosexuality they change on all these things because it's easier than saying oh yeah you know I can't support that because you know what that means that means that they didn't do it the Bible way and look that's a judgment on them so they change they change their philosophy so look if secular science is accurately describing you it means you know you have some problems changing with the word of God and you might be a hearer and not a doer and you might need to work on that so defenders they're one of the better ones you can see that secular things and secular philosophy flips some things upside down you have to know the Bible folks it's not bad to read other books and it's not bad to read whether it be motivational or business books or whatever but you better know what the Bible says before you get into a lot of that stuff because you gotta be able to read through that stuff and say oh yeah this was stolen from Jesus and oh yeah it's wrong there might be 70% of the book that's wrong and 30% that's right maybe the 30% is pretty good and has some good insights on things that apply to you in your life but if you don't know the Bible you're gonna get all mixed up is the point so learn the Bible and then you don't go and read some other books and whatever but you gotta know what the Bible says let's bow our heads and have a word of prayer


Hey everybody it's Harish from INATEN. Today is Thursday Feb 20th and we are looking at market that's slightly weak but it's been good going so far. We are doing some fantastic trades here you can see Nvidia is up 8000 so that's like a hundred percent return on Nvidia. Paypal is also looking good. So is Chipotle Mexican Grill and finally the Tesla trade I think we need to close it today. So our total booked is 1800 loss and so with 2860 will be up about 1000. This probably will change after the open because you know some of these option prices change as we know. So but regardless this will be about a thousand dollar you know profit without taking into consideration any commissions and there'll be at least about 400 dollars worth of commissions there on my sizes of course but regardless we're going to close Tesla. We're going to close Nvidia. Nvidia is a hundred percent return and we'll keep Chipotle for some more time because it's a debit spread and we have 36 days left and then Paypal and some of the others are just developing right now.


I still remember the first time that I ever made what I considered a lot of money in one day and I'm not talking like from stocks or anything like that, I mean you know straight up business and that time was I don't remember the date but it was about a year and a half maybe two years ago and I was in Europe and I decided to try my hands on coaching people from you know from the United States from internationally mainly so there were a few things that I did some marketing pieces and actually had two people that were scheduled to talk to me and I wasn't even sure if I should get on the call I was like really nervous and wasn't really sure if I should go for it but then I did and again these were the only two calls I had set up for that week I only had the next call or two for the next week after that and I just got on the calls talked to both people one of you know what a time in a period of about four hours and first guy it was this fitness coach talked to him we really connected offered to work with him for $2,000 close the deal got paid on to the next one then the next one did the call the guy was ex-military real estate I don't know what the word for that but he would flip houses like buy them really really really cheap because he had this really cool strategy that I could share with you if you want and and then he would sell them as if as if he bought like a regular house so you would you usually make like five ten thousand dollars on each flip which is not a lot but it's very nice for the fact that he barely had any money down so he also wanted to work with me so I made almost the same offer to him I offered him I think it was 1500 and he also said you know fuck yeah let's go for it sounds good so yeah I made like almost $4,000 in four or five hours in my account from doing what I love anyway and I was shit I was happy I skype called my best friend told him like hey dude oh my god you won't believe it like I'm never gonna have to worry about money again biggest mistake of my life you know because I didn't know that once you get to a certain income you start thinking in bigger well and then you take bigger risks anyway yeah I was it was crazy so the first thing I did was book the flight I was in I was in Athenwania and then I booked a flight to Amsterdam for like two weeks it was my second or third time there just partied there like crazy so yeah I was a naughty boy like I would I would spend so much of the money I made about you know 90% of it not very smart but but I learned I learned since then so yeah I have many more like I have so many stories it's unbelievable my life is like at age 22 I'm writing a book about my life and I'm almost at the 300 page mark and I'm not like trying to make it long I'm trying to make it short and I'm not writing like you know oh I went to the grocery store it's only like really cool stuff that I did so yeah the holy shit there's a lot of stories yeah but it's because I always took risks and I would always go for whatever I wanted like full force willing to fail and yeah when I was little actually up until like a couple of years ago you know even the big risks they're not that big when you're young when you don't have that much to lose but but the more mature you get the more the older you get the more money you make the more you have to lose so you know the latest risk I took was about $100,000 in the risk amount and that's pretty much as big as I got in terms of risk-taking but I always say that you know you want to get to a million you have to get to risk at least $400,000 you want to get to $500,000 you're probably gonna have to risk about $200,000 so no risk without reward anyway tell me if you're interested in hearing more stories because I have an infinite amount of amazing stories and if you want to read like the full story of Robbie and how I became me including all the lessons I learned and yeah some definitely some amazing shit let me know my book is almost done it's about 350 pages long and I promise you will be the top three most one of the top three most important books you will read in this decade hit me up