time to begin. So my name is Elise Applin and I'm here to talk to you today about failure. Now your reward for listening to me for the next 40 minutes is that I'm gonna tell you this embarrassing story about myself. So when I was a bit younger I was a competitive distance runner. I ran a very specialized event called the 3000 meter steeple chase. So if you've ever seen a athletics track before it's seven and a half laps of an athletics track but on top of that every lap there are five hurdles about this high that you need to jump over. Now I was relatively competitive at a national level back home in my country Australia and one year I was in really good form. I was super super fit and I was running really fast and I had an important race coming up called the state championships or the provincial championships and I thought I'm probably gonna win this. I'm doing pretty well here. So I said to my parents you need to come and watch me run this race. I'm gonna win and I need some people to take photos of me when I get my gold medal so that I can upload them to social media. So my parents came along and it was a beautiful day. They're sitting in the stands. It's sunny, not windy, perfect conditions to run this race. So I was super confident and when the race started I went straight to the front. I was winning. Unfortunately though two women were right behind me and I realized that these two women had actually represented Australia at an international race and this is something that was beyond my skill or experience level well beyond what I was capable of. So for most people in a situation like this where you're running faster than people that you know to be better than you, you'd have a realization. Maybe I'm out of my depth. Maybe I should slow down. But my confidence was so high that I did the opposite. I thought wow I'm even better than I realized. So I just kept running really fast and I was doing very well until two laps to go. Boom. The pain of running faster than I'd ever run before suddenly hit me and I could no longer keep up that pace. So I went from running with a really strong stride like this to just shuffling along very slowly. Now the two women that I'd just been beating caught up to me and run past me. I was no longer winning. If it wasn't humiliating enough that they had now gone off into the distance and they were going to win the race, all of the people that had been behind me a long way back caught up to me and passed me. And suddenly I was shuffling very slowly around the athletic track in last place. And if that wasn't embarrassing enough, each lap I still had to jump over the five hurdles. Except I was now so tired that I couldn't jump over them. And I had to climb over them like a small child would climb over a fence. It looked about as graceful as this. So you're probably sitting there thinking why would you stand up in front of a room and talk about this story. It's quite embarrassing. The reason I'm going to talk about this today is that I'm actually here to talk about failure. And this story really sums up what it's like to fail. I apologize for the fact that these slides are slightly cut off. So failure is embarrassing. It's something that can be painful to do. But it's something that people do talk about kind of frequently. And so that's my question to you all. How many of you talk about failure in the workplace? Raise your hand if this is something that comes up. Yeah. Okay. So it's something that can be difficult, but it's something that we start to talk about a fair bit. And this isn't surprising because it's actually embedded in many of our practices. I quite like the fact that the entire way through the talk, these slides are going to fail to show you all of the information that are on them. But rest assured, I will be providing them at the end of the talk. So you'll be able to see them in their full glory. But back to the talk. So failure. It's something that has a central part in a lot of the practices that we undertake in mature software delivery teams. So if we think about Agile, Agile came about because we had these big software delivery projects that took years. And at the end of these projects, we often had a product that wasn't fit for purpose or might not even make it out into the market. And surely these products and projects would have gone over time and over budget. And so we sort of said, well, that's not good enough. How about we start doing iterative development methods that enable us to experience failure more frequently and faster? And this will help us to course correct so that in the long term, we won't be experiencing such large failure. And then we have more newer kind of processes like hypothesis-driven development, where when we're starting a new project or we're thinking about a new feature or a new initiative, we specify what success would look like for this project. And we say, we'll know if we've succeeded if we see this metric move. And if we don't see this metric move in the way we anticipated, then our initiative or our feature has failed to deliver the outcomes we're expecting. And for those of you in the room that are developers, automated tests, another way that we talk about failure, these tests tell us whether our code is functioning in the way we're expecting or whether it's failing to work the way we anticipated. And if we've got any designers or product people in the room, lean customer research is all about trying out designs and putting them in front of potential customers and seeing whether they're succeeding at being intuitive or whether they're failing to be easy to understand. So we have all of these practices where we talk about failure. But we also have terminology. So we talk about failing fast. Okay? This is a terminology that's quite common in mature agile teams. And it's so common that we've actually started iterating on the terminology itself. And we've moved towards failing often, failing better, failing forward. And ultimately, we talk about wanting to create environments that are safe to fail. So this concept is obviously important to us. We've thought about many practices and processes that enable us to do failure. And we've got a whole vocabulary, lots of words that we use to describe failure. And it makes you kind of wonder, is failure the goal? Is that what we're actually trying to achieve when we turn up at work every day? So if you think about that for a moment, how often do you turn up at work thinking, I really hope that today doesn't go well and that we don't quite get what we were hoping for. If you're like me, you're thinking, No, that never happens. I turn up to work every day hoping for success. And when you start to think more deeply about this word failure and what it actually means, I think it becomes even more apparent that we're not actually trying to fail. It's not what we're going after. So if you think about it, failure isn't setbacks. Okay, failure is not trying something, try hoping that you're going to reach a particular outcome and then realizing that you haven't quite had the success that you're expecting. It's not experimentation. Okay, failure is not being honest about not knowing what an outcome is going to be and saying, okay, we're going to try something because we think it might succeed. But there's the possibility that it won't quite work the way you're expecting. That's just a natural part of experimentation. So failure is actually the bit where we do experimentation, and we don't learn. So we say to ourselves, we're not sure what the outcome is going to be, but we're going to try something. And when we try that thing, and it fails, we just walk away. We just think, Oh, well, we gave it our best shot and it didn't quite work out. So let's, I guess, just give up. Let's abandon everything. Let's jump off the ship. That's what failure is. It's the bit where something doesn't go the way you expected. And you decide you've had enough, you're not going to try again. So when we pair it back to really examining what the word failure means, it becomes really, really apparent to me that failure is not the goal. It's not what we're actually after. But you then wonder, well, we spend all this time talking about failure, and we kind of idolize failure, and we say that it's really important. What exactly are we trying to talk about then? What is the conversation that we're actually trying to have? And I've thought long and hard about this. And I am confident that what we're trying to talk about is growth. Bless you. So what we're actually trying to say is we want the opportunity to take risks, to try new things, to experiment, and then to learn from that process, to incorporate that knowledge so that the next time we try, we have a better chance of success. So I'm going to suggest that we've always been talking about safe to fail, and we've been suggesting that this is what we want our workplaces to look like. But what we're actually trying to implement are workplaces where it's safe to grow, where you feel comfortable taking risks, being challenged, setting ambitious goals, and running experiments where you don't know what the outcome is going to be. This is what we want. So that begs the question then, how exactly do we go about making a safe to grow environment? So these are the questions that we're going to answer today. What does a safe to grow environment look like? What bits are we as an agile community already doing quite well? And then finally, the most important part. What are the things that we need to get better at? So we're going to go through these one by one. We'll start with the first question. And the most important thing to know about safe to grow environments is that it's not a concept specific to digital companies or software delivery. Safe to grow is actually a concept that is typical of any high performance environment. So it can be a sporting team, a high functioning orchestra or music group, or a really, really high performing team in your workplace. But what this means is that we don't just have to look at funky Silicon Valley startups or cool European companies to really ascertain what it means to be safe to grow. We can just look at any environment that's high performing. So after starting to analyze different teams that I had experience with from my own running teams, my high school dance team, and understanding what made these teams high performing, I honed in on a few really specific characteristics. The first one is not going to be surprising at all. So when we think about this, what do they look like? The first element of high performing safe to grow environments is that they have collective accountability and growth. What this means is that we hold teams to account for their performance. And if they don't meet expectations, we don't yell at them or get mad. We understand why they haven't met expectations, why they haven't achieved the level of performance that we're after. And we give them an opportunity to understand the situation and to adjust their performance so that they have a better chance of success in the future. So this shouldn't be that surprising to you because we do this in Agile. So at the end of our sprints or our iterations, we have retrospectives where the team comes together and says, how did we perform? Are there changes that we need to make to the way that we operate in order to better achieve our outcomes, our desired outcomes in the future? And then we come up with an action plan, opportunities for growth to improve. Similarly, in hypothesis driven development, the whole idea of setting a hypothesis and having a metric of success is so that when we've finished an initiative or we've implemented a feature, we can reflect as a group and say, did we get the outcome we wanted? Or do we need to make changes and try a new approach? Similarly, lean research is a way of us being held accountable for the designs and the ideas that we come up with to build innovative products. It's our chance to assess whether as a team we're on the right track or whether we need to adjust our performance. So if you're doing any of these practices, you can pat yourself on the back because you have got the first component of high-performing safe-to-grow environments covered. You're doing collective accountability and growth well. Good work. But before you get too self-congratulatory, it's important to realise that there are other elements of high-performing environments as well. And the other main element is that they have individual accountability and growth. So it's not just about talking to teams about how they're performing and giving them the opportunity to adjust their processes and practices and improve their collaboration. It's also about talking to the individuals within those teams and saying, look, your performance isn't quite up to the standard we need. Or maybe you're performing really, really well and so now we need you to step up and take on more responsibility for the team. These types of conversations with individuals are equally as important as the team-based conversations we have. And the truth is we're not particularly good at this bit. And that's why I'm here today. So I'm going to tell you another story and it's about a presentation I gave at the Agile Australia conference a number of years ago. I talked about the journey of the startup that I was working for at the time and we started out as a loose collection of individuals. We weren't particularly collaborative and over time we formed this really high-performing team and we released a new product into the market and started to generate revenue. So it was ultimately a success story but like all success stories there were some hurdles along the way. And one of those hurdles was my own management style. I was very command and control. I made all of the decisions and I told everybody basically how to go about implementing those decisions. And the ultimate effect of that was that everybody that I worked with resented me. They hated their jobs and they wanted to quit. Luckily for me they held me to account for my behavior and they told me what issues they were having with the way I was working and they gave me the opportunity to correct the way I was working and improve. And ultimately this helped lead to our success. So I told this story at Agile Australia and at the end of my talk all of these people gave me feedback not about the actual content of the talk or the the message I was trying to get across. All anybody wanted to talk to me about was why I stood up publicly and told a story of of failure or of not performing particularly well. It was really surprising to people and they wanted to know why I felt brave to do that. And I was very surprised because this part of the story was about a minute long in a 40 minute talk but it was the thing that resonated with people most. So I started to reflect on this and I thought what was the difference why did I feel comfortable and I realized it was the normal part of my workplace to talk about things that we weren't very good at and to talk about where we needed to improve but that it wasn't necessarily something that happened in every workplace even if they had really mature agile practices or they were really good at collaboration. So I started investigating this I thought why are people not comfortable talking to each other about what they need to improve and so I started talking to a lot of people in Melbourne the city that I'm from about why they weren't holding each other to account very much and the universal answer was well um it's awkward no one wanted to have the difficult conversation. People just said to me well look it's really uncomfortable and you know my mom always said to me don't say anything unless you can say something nice and so people said to me well look we just don't have the skills it's something that we've never really practiced before and other people said to me I'm a manager um but I've kind of moved up to this managerial role over time not because I have great communication skills but just I'm the developer that's been here the longest so I just got promoted into this path and no one's really ever taught me how to do it properly so just not good at it probably not going to do it and then I had other people say to me does it even matter like my team's pretty good we're pretty effective do I really have to worry about doing this individual accountability bit we've got the collective accountability and growth bit really really well covered I don't think I need to worry and so in talking to all of these people who sort of said to me it's too hard and I don't really want to do it I came up with one example that in particular resonated with everybody and this example is the example of the brilliant jerk this concept refers to anybody who's really good at the core skills of their job okay somebody who as a developer is really good at writing clean code that's easy to test and really easy to understand or a business analyst that can take a really complex problem and distill it down into a really simple clear problem statement that everybody in the team understands so these people are really really good at the core skills of their job and they help propel their team to success but they also undermine their team because the jerk part of their behavior is that they're terrible collaborators okay they might never turn up to work on time they might ignore going to team ceremonies they might just be outright rude to people or cut other people out of the conversation and so these people often get away with their behavior because we focus on the core skills of the role and we don't hold them to account for their broader behavior and so i'm in agreeance with read Hastings here who says do not tolerate brilliant jerks the cost of teamwork is too high so there are three things you can do when you're faced with brilliant jerk the first thing you can do is nothing you can choose to just not hold them to account at all for their behavior and you can let them go on undermining the success of the team okay that's an option but ultimately a destructive one where you're not going to get the best performance out of your team as a whole so there are two options you can then take when holding these people to account the first option is the ultimate option in terms of accountability and it's where you say to the brilliant jerk your behavior is not acceptable you're fired and you ultimately just exit them from your company so you've done the first part well you've held the individual account to account for their behavior but you've given them no opportunity for growth so the most desirable thing you can do here is to hold them to account by having a conversation with them and saying look your behavior is not up to our expectations these are the examples of when you've behaved poorly we see value in you as a human and in your role here and we want you to help improve your behavior so this is the reason unfortunately that everybody started to agree with me and say yeah actually it's very important that we hold these people to account and we should apply that practice to the rest of our team so most people agreed with this because sadly pretty much everyone I spoke to had encountered somebody with this type of behavior in the past so sharing this example got people on board and they were like okay Elise like I'm with you I I want to help all of the individuals in my team be the best that they can be so that collectively as a team our performance is maximized but like I said I don't have the skills for this how do I actually go about doing it and so I started to think about my own experience with high performing environments and how we actually achieved individual accountability and growth and so it got me thinking about the story I told you at the start and I'm going to admit to you I lied I didn't lie about the fact I came last I lied when I told you that it was a story about failure because it's actually a story about growth okay I faced a setback in coming last I didn't achieve the outcome that I wanted but three weeks later I was competing at the Australian national championships and in that race a more competitive more prestigious race I didn't come last I came fifth which was my best finish ever at a national championships and I ran a time that is still to this day the best time that I've ever run so it was an absolute success and so I thought about what were the things that I had to change in the three weeks between those two races that that made me better and how I went about improving and the first thing I thought about in that environment that helped me succeed and grow after that setback was that in the track and field world there's a focus on goals it's a very clear uh desire to achieve something in particular I wanted to win the state championship race and I wanted to run a particular time so I had clear goals and thankfully these goals were tied to very objective measures of success it's very easy to assess where you finished in a race and how fast you ran so I had a clear assessment of whether I'd succeeded in meeting the outcomes that I wanted to achieve in addition to this the track and field world has an understanding that you're never going to win every race so if we're talking about Usain Bolt the fastest man in the world the world record holder the Olympic champion all of these accolades he's still lost races in his career it's just a fact we understand that we're not going to succeed every time so these things all led to really transparent conversations when I finished my race and I came last my athletics coach didn't say to me oh good job you tried your best that was really good cool good good work he was like well you didn't do very well did you and he's like you made some really fundamental mistakes in in that race okay you let your ego get the better of you and you just thought you were going to win and you made some terrible choices and you should have realised that you were running too fast and you should have slowed down next race you need to pay more attention to how you're feeling and to the clock so that you know if you're running too fast and so it was this conversation that gave me the opportunity to learn from my setback and to come up with a plan that would enable me to more likely succeed in the future so this environment really embodies this idea of radical candour this is a concept put forward by Kim Scott and basically what she says is that as individuals our only opportunity for growth is if somebody challenges us directly if somebody holds us to account and has a clear conversation with us about how we're performing but that's not enough there's a cautionary part to this if you challenge somebody directly but they don't believe that you care about them personally you're going to come off as obnoxiously aggressive and when that happens people become defensive they don't take on board anything that you're saying and they basically close themselves off because they feel like they're protecting themselves from an attack so what we need to do is get ourselves in the radical candour quadrant where people feel open to hearing what you have to say and so I've come up with what I call the safe to grow framework which has three elements if you can do all three of these elements you're giving all of the individuals in your team or your workplace the opportunity to be held account and to grow from that so the first part which you can't read says safe environment so this is about making sure individuals feel both physically but more importantly mentally safe in the workplace the next is a framework for accountability this ensures that we have facts that we can use to assess somebody's performance this is where we make sure that we have a goal and a very objective measure of success this takes the emotion out of our conversations and enables us to really determine whether somebody is performing at our expectations and then finally when we've worked out whether somebody has reached or exceeded expectations or fallen short we need to have a conversation for growth with that person and this is where they have the real opportunity to take on board new information and to improve their performance so it might seem like a lot but we're going to go through it one by one so that when you leave you have some clear takeaways that you can take with you we're going to talk about safety okay so how do we create a safe environment the first thing that you need to do here is just care about the people that make up your workplaces and make up your teams okay you need to acknowledge that everybody that you work with or that works for you is an individual okay they're not a resource they're not just a billable unit they can't be interchanged with a robot they bring unique experiences unique skills to your team and your workplace and unique to value this they also though bring their own life challenges everybody has a life outside of the workplace or at least I hope you have lives outside of the workplace and these can interrupt the way that we we work okay maybe there's something at home that's causing us anxiety we need to acknowledge that everybody who comes to work has these sorts of experiences and that that doesn't diminish their ability to to work but it's just part of the process of having humans in your team so there's a few ways that you can care about your people and not your resources one is just to not use the terminology resources to refer to your people but another is just spending time getting to know the people that you work with go out for a coffee together or sit down and eat your lunch together and understand what things excite them what their goals are for life and just show that you genuinely appreciate this person for the human that they are and not just the hard skills that they bring to the workplace in order to create safety it's also important to be vulnerable this is really key if you're in a leadership position but it's something that everybody can embody being vulnerable is about talking about the setbacks that you've faced the skills that you're not quite good at or the time you tried something and you didn't get the outcome that you wanted being vulnerable is really really important because it creates a scene where people realize it's okay to make mistakes often we have this concept that if when people come to work they're being paid to do their job so because they're being paid they should just succeeded at 100% of the time which is just not possible because we're all human and we make mistakes and we face challenges in the workplace and in our lives so being vulnerable and talking about these mistakes reinforces to everybody that it's okay to take risks it's okay to set ambitious goals and it's okay that you won't always succeed first go okay this is a similar a similar request or a similar takeaway and that is to talk about everybody's skills really openly so in doing this it's quite simple you just get everybody to do a self-assessment of their skills or potentially simpler than that you get them to just publish the one skill that they want to improve on this year you do this throughout your entire organization so from your graduates all the way up to your senior executives and this sends a message to everybody within your organization that we're all on a path to growth no one has all of the answers or all of the skills we need there's always learning opportunities for everyone and again this reinforces the idea that it's okay to not be succeeding everything all of the time this says sometimes it's less safe to grow and this is a cautionary tale for anybody who's in a leadership position there are sometimes that you have projects that need to succeed you do not have the room to use the project as an experimental project or an educational growth opportunity for people you might have a tactical reason or the project has to do with something that needs to be highly secure in these situations acknowledge that it's not a safe project for people to grow and don't put somebody who's inexperienced on that project staff it with your most experienced people because this is the sort of project that if somebody doesn't succeed and they face a setback they might not recover from okay so be smart about the way you give people the opportunity to grow and learn so if you can get all of that in place you've created hopefully an environment where your people feel safe to come to work safe to be themselves safe to try new things and this is where you can start challenging them directly and the first thing you need to do in order to challenge people directly is to just assess how well they're performing and this is quite straightforward because a lot of people from a lot of industries have spent a lot of time coming up with goal-setting frameworks and that's all you really need you need a goal-setting framework so that you have a clear understanding between yourself and the individual that you're going to talk to about what success looks like so if you've heard of smart goals you know your specific measurable attainable goals that's a framework for accountability KPIs similarly they set out very clearly what success looks like for your role in a given period of time we can debate later if KPIs are good or not but they are an example of an accountability framework for behavioral things you may have a social contract which defines within your team what the expected behaviors are we expect everybody to be at work by stand-up time we expect everybody to participate in retrospectives we expect everybody to speak respectfully to each other these sorts of things give you a framework of accountability to assess behaviors and to have a conversation with somebody about whether or not they're behaving up to our standards these frameworks though and these these accessible frameworks are not valuable if you spend time writing them down agreeing on them and never actually revisit them the key part here is that you actually have to use them you actually have to go back see whether somebody has met their KPIs or their goals see whether somebody is performing the way we expect and use those in a conversation okay so set about your frameworks early and then revisit them periodically to assess whether performance is good enough once you've done all that you come to the last piece and this is where you give somebody the opportunity to actually grow and it is super super straightforward okay because all it really involves is having that awkward conversation it just involves saying you know what I don't feel very good at this I don't have a lot of practice in this but I care about the people in my team I want the best out of them individually and the best out of our team as a whole so I'm going to be brave and I'm going to talk to them about what they need to improve so it really is just simply learning how to give feedback this giving good feedback is a talk all on its own but this is what you really need to do when you can give good feedback it reinforces that feeling of safety that people have when you do it well they realize that you're having this conversation because you care and not because you want to attack so I'm not going to give you all the tips on how to give good feedback today because it is a big conversation but I will recommend the crucial conversations book it takes awkward conversations from being awkward and uncomfortable to conversations that you realize are just important or crucial it's also really good because it has tips within the book for what to do when you're challenging somebody directly and you're holding them to account and you realize that you've said something that does make them feel attacked it tells you how to rebuild the safety within that conversation so I highly recommend this for those of you that can't be bothered reading a book this is the cheats version of the book okay so feedback talk about your observation okay and in this use your framework of accountability this is an observation based on fact you know I've seen that you've performed in this way we set out in the goal setting framework that you were going to perform in this way there's a discrepancy this discrepancy makes me worry because I think it's holding back our team from achieving its absolute potential what I need to see from you is improving the number of unit tests you write I know you're not comfortable with TDD let's get you some training on it that is what a conversation a feedback conversation or a conversation for growth could look like simply state your observation referring to facts explain why it's important for the person to care about that and then tell them what you think the next steps should be so that's it three things create a safe environment put in place a framework for accountability and then use that to have a conversation with the person to enable their growth the obvious question is if you're not doing any of this where do you start and this the answer is start with the safety piece okay Google did research on all of their teams and found that those teams that are high performing have high psychological safety so people feel safe to be themselves to be challenged and to try out new things in the workplace this was the number one predictor of whether their teams would be high performing so this is what you need to do first it's also the hardest bit though because it cannot be faked it's not as simple as just spending five minutes with somebody and writing down goals building safety is about spending time actually getting to know people and genuinely caring about them so it's difficult but I encourage you to do it because if you don't do it you are going to come off as this obnoxiously aggressive person when you try to challenge somebody to actually and hold them to account you're just going to come off as a nasty person and the person is not actually going to grow from this okay so start with safety and then work on challenging people directly once you've got that in place so this is my happy dance because I got to the end of the talk and I didn't trip over any of the million cables that are on the floor here I hope this is also the happy dance that's going on in your brains as you think about what you can do when you go back to your workplaces next week or tomorrow and you think about how you can actually start building safety for your people and challenge them to be the best that they can be so my name is Elyse Applin it's been lovely talking to you if you want to get in touch you can email me here or find me on LinkedIn I'm more than happy to connect and I apologise for the fact that all of those slides were cut off thank you


Welco'n trw, toffi ti'n fyrus y math prefiw, Everton vs Wolverhanson Wanderers at Gwldersen Park. Ond Saturday, ti'n rhoi sdi in the studio. Diolch. Obaith e'r difficult game gan Swarth. No, it is. We haven't had a bit of a miss record, haven't we? I think we won two and lost three. First year, we come up, they beat us. Obaith e'n Covid, we beat them. Obviously, we had two thousand there. Obviously, there were Charleston. We could beat them three, two of the Charleston, didn't we? Always tough games, always only one goal in it. When we played them, obviously a Wabie always gets his annual goal away at Wolves as well. Now, it's a tough game and both teams are in pretty similar situations. Both lost the first two home games. Obviously, they had a really tough one away at Old Trafford's first game. Obviously, they had Brighton when they had a tough one at home. It was a pretty dreadful defeat for them. Obviously, Mathias Nunes sent off as well. Both teams need a win, barely, to get the season going. Obviously, we're at home and we desperately need it at the moment, especially to pick the mood up a bit. It isn't the greatest feeling around Everton at the moment. It feels like the last couple of seasons are just rolled into one. The full home game, the last home game, we should have batted them. We had enough chances to win three Premier League games and missed guilt-edged opportunities. We ended up getting done off by a sucker punch. I went to the field and I was awful. I got exactly what we deserved. I got belted at the field. The case now of how can we fight back, how can we respond? Wolves, like you said, they're very similar. They're very similar in terms of they don't score goals like us. They need strikers like us. They've had, obviously, a change in manager. They've gone out and they've got Gary O'Neill in there. There's obviously, Llywodraeth Cymru is a big player. Gary O'Neill was very disappointed to Llywodraeth Cymru to yellow cards last week. Man City are trying to buy him as well. It shows you what a good player he is, so you'll be a big loss to Wolves. From an Everton perspective, there is so much doom and gloom around in the club at the moment. Obviously, ourselves, we lost Dominic Calvert-Lewan and Alex Chawobi from last week. They're both missing for this one, so there's a lot of talk about the defence and whether there needs to be a change at centre back alongside Tarkovsky. So it hasn't been the easiest week as well, the stuff going on with MSP and the new people now in talks with taking everything over, but there is a lot of uncertainty and what you don't actually need is a home and doesn't even need a win to get us up and running, but you've got to score a goal, which is something we haven't done yet. I think the players got a responsibility on Saturday to come out and get at it straight away, to get the fans onside, because I think that's been the problem last week. The Fulham game was a bit of a weird atmosphere, I thought, because it was very flattened. We need something to get us going on Saturday, even if it's an early tackle or it's an early, I don't know, something goes against us. We need to be on them, because, like I said, it's so important for Sean Daish to get a win on Saturday because the reality is, primarily, football's ruthless. Ownership's a ruthless, and we know what our own has been like over the last couple of years in regards to managers, and the pressure will intensify. On Daish, if he doesn't get something on Saturday, because we were saying the other week that our home games, we've always relied on our home games, because we've always been rubbish away anyway. So we need to start winning these home games, and we need to start on the front foot, and we need an airygo. We do need an airygo to calm the place down a bit as well, but also get the place going at the same time, because as we've seen last season, when we played Wolves, the game dragged on and dragged on and dragged on, and we suck up Hunsters at the end, and we can't have another situation like that, because, yeah, it's just not what the fanbase needs at the moment. We need a positive result, and I think if we can get a positive result Saturday, we can move on to obviously them. We've got Sheffield United away in the league, and start looking forward rather than worrying, and then hopefully get a few more players in, and et cetera, et cetera, and see what happens with all that type of stuff, but airygo will need it, and I think it just needs to defend on the side as well. Yeah, it is a little weird, because it will be tight, listen ever, and I haven't got enough goals in this side to be able to take away from anyone really, so we're going after battle and scraff for everything we get. It looks like it's going to be Neil Mopai o front again at the weekend, and he cannot continue to miss guilt-edge opportunities like he did against Fulham. He missed a very presentable one-of-filler last week. The game is 3-0 at the time, but he should be on his own at the back post. He should have scored. Can't keep passing up these opportunities. We need them to take the chances that we're creating. Obviously we should have Dan Duma in from the start. He come on a filler and look very lively. He should have had another week's training, so therefore you'd expect him to come in this side. What do you expect with the other side though, because obviously Alex will be gone out. For me, James Garner hasn't worked. He hasn't, whatever his own ditches, tried that experiment, it's not worked. And I'd rather see Lewis Dobbin start, to be honest, in a wide area than James Garner. Maybe try James Garner in the centre of midfield. The lad's come out again this weekend. I'm a centre of midfield player.  I don't think I'll be like the Corey's, being in particularly good form in the opening two games. I just wonder if the man has your might mixed that up, what do you just expect him to bring Dan Duma in for a wobby and Garner, James Garner, to be on the right again? I wouldn't surprise me if you put Ashley Young left wing. That's another one I thought about.  Dan Duma, that's what I think he might go with. I think Wolves have got some decent players in wide areas as well. Obviously with Neto, when is it Cunha? Is he left wing? When he's at East Cunha, it seems to be everywhere. So I think the wide areas are probably their most dangerous in their team. So you do wonder whether he might play Young and Michael Enco is a bit of a more defensive. And the same on the other side, them rely on the others in the middle to get forward. But to be honest with you, you could drop any of them from Cunha, you could have took any of them out. But Dan Duma, like I said, he done really well. I just think he might go for his experience and bring Young in and play Dan Duma off-front because I get the impression that he brought Dan Duma on the front in the against. Will he put them on off-front on Sunday? He could have easy put Mal Pie up there. Do you actually think he won't start Mal Pie and start Dan Duma through the middle? Dan Duma through the middle. And then Ashley Young and James Garner. So a bit of solidity this side. What do you think? There's a lot of talk, obviously, about Michael Keane as I started the season brilliantly. Well, him and Tarkov, you know Evan, the five goals in two games, same as what Wolves have actually. Do you expect it to be a change of centre-back or can you see him just playing Keane and Tarkov's key again? Obviously, Ben Godfley and Jarrod Grant. I think Ben Godfley will come in. I listened to the press conference today and he liked to bring Ben Godfley up as well. I'm not saying that's why I think he's going to play. I just think I've got a funny feeling with Branthleys and I don't think he's ready to start yet. I think he'll go with Ben Godfley. He did against Sport and Lisbon, didn't he? In the friendly and obviously brought Michael Keane, which was weird as well. But I've just got a funny feeling Ben Godfley will start. I think a bit of pace at the back. Obviously, he's still got a lot to prove. Ben Godfley, defensively, aerial, they haven't really got much up front, as much would. To threaten us, obviously Fabio Silva played up front, I think, at the weekend. And they've got Heecham Hwang as well, who's obviously... Well, he plays more wide, doesn't he? But he's a threat as well. Fabio Silva played for 55 minutes and then he brought Heecham Hwang on three. I think they might want to start a bit of pace for Godfrey. I think they might go with... Well, there's side from last week, Jose Sarr in gold. And Max Kilman. And Ignori Pedrom Neto on the right. Giao Gomez, Llymina. Mateus Nunes on the left, he's gone off. Cunia behind Fabio Silva. So obviously, like we've just said, Nunes is out. So it'll be an interesting one to see if they put on that left-hand side, whether they bring Caledrae Bachin. He's fit again now, isn't he? And I've won Heecham Hwang on the left. But from our perspective, we have to get at them, like you say. But one player we're going to have to look out for is Cunia. I thought it was brilliant against United. It's lively against Brighton. Brighton were by far the better side. But let's have a look at his numbers so far this season. The two games he's played, as you can see from his heat map, he's everywhere. He's averaging three shots per game. Got an extra of 1.02. Created a one big chance for 89% dribble ac 83% pass na chi. A very, very good player, Everton. Actually linked with him heavily. Wolves Gorham. He's not a great goal scorer, but he does put the camp of the ball in the net. But he is very creative and he's someone who picks the ball up and travels with it very well. And Everton are going to have to be wary of that. And I think again from our perspective, we've got to make sure that there's not big gaps between the defenders in the midfield. Like I feel it at the weekend. The first goal, and we went through this on the final word, but the first goal was just a huge pocher and I feel forward here.  There the areas that Cunia likes to drop in and picked the ball. And I think the manager's got to get his structure right. And either Garner or O'n Arn and if they had the double six, one of them's got to sit in that pocket and make sure there isn't any space for him to go into. I agree. It's got to be because, like I said, he is very direct. Cunia, what's new into Man United? He was excellent. Probably the best player on the pitch. He was, he was. Cors United all sorts of problems as well. Could have had a couple of goals himself and that's the reason why I think he might play Ben Godfrey as well. Because of the pace as well. I think he's quick, he's direct. We're going to have to be mindful of him because he is probably there only. Neto, as his moments, but I think Wolff's player wise, he's the most dangerous and having their point of view, they'll probably try and get us on the break.  But yeah, I think it's got one goal game. Honestly, either way. I don't think it'll be a high scoring game. They've got two physical centre backs in Dawson and Killman. We're probably not going to get much in the air against them at the weekend, I imagine. So it'll be pointless throwing and pointless playing Neil Malpy. Not to say I'm disrespectful to the lad, but he's going to get nothing from them. I think Dan James' movement or you can see his movement at the weekend, Dragon Villa. I think if you had more around them at the weekend, you'd have to be mindful of him. He's a bit tired, he's tired. Yeah, I think if you had more around them at the weekend, Dan Juma, he would have had some, but he had players jogging and not really getting in the box and getting in there. That's what Dacori's got to start doing at the weekend. If Dan Juma does come out Dacori and Ounana, he needs to make sure they're in the box to get on the end of them balls, because we've said it for years now about players not getting enough goals from midfield. Dacori did towards the end of last season, but Ounana, I think when he finished on one last season, we need to start getting more goals themselves, and that's how we're going to have to, that's how we'll have any chance of winning the game by getting bodies in the box. Yeah, absolutely. It's going to be another tough game for Evan, and both teams are similar. Both Wolves have scored one and left five, and Evan has scored none and left five. So neither defence is great at the moment, but the forward... Well, it's a classic recipe to put in a relegation battle, isn't it? I'm sure both teams will be doing everything they can to avoid, but right now, with the goal scoring, lack of goal scoring, you'd put both of these teams in the mix to be in the relegation battle. Both teams are very fragile, aren't they? They've been battered the weekend. So we can take advantage, and Wolves can pick up after that. We need the victory. Let us know what you think in the comments section below. Is it a tight game? Can you see which way to see it going? Make sure you give the video a thumbs up, subscribe if you haven't yet to the channel, and if you want to become a Toffy TV Premier member, the link is in the description and the QR code on the screen. Now, thanks for watching. See you later.


First of all, do you like my outfit? Cuz you bought it for me Thank you Julian. So I've mentioned this in the past that my Doug Kermit has a soap fetish It took us a long time just to get it like on camera because he usually sneaks into the bathroom We're like the shower where there's some sort of soap somewhere and he rubs his face against it And he loves it like he loves wipes and he loves like bars of soap or soap residue and it's like kind of creepy Like to the point the other day we found a bar of soap with like Tooth marks in it, but just like one like you took one good bite and was like oh, yeah But I don't know why I've never thought to do this before because I don't think it's bad for him Like he's not eating it like he just wants to rub his face on it So what I'm gonna try to do I've no idea this is gonna work is have him review some soaps So this might take a little bit of creativity a little bit of patience I'm gonna have to leave the room and like try and catch him doing it But I got a big bag of soap here.  Yes Alright, I'll leave see you guys I think we just try and do this like a couple at a time and see what kind of soap does Kermit like the best This is my dog review soap Like for real it's not clickbait. It's like we're really doing so I think I'm gonna start with like should we start with wipes? Or should we start with soap? Okay, he likes mine So I think the way that I want to do this is to do like three at a time and narrow down his favorites Okay, so this one is a yes to hydrate and restore. It smells like coconut This is a Neutrogena cleansing towel. I know that he has rubbed his face on these because I have purchased these before So I know he likes to rub his face on these, but I don't know if he prefers to rub his face on me And this is a Cedophil gentle cleansing cloth. Sam, it does a gentle creature. Come you come. Do you like any of these? Huh? Do somebody likes a coconut? Yeah, I might have to wait. That's when Kermit lets his true soap fetish out. Don't really care for that one. How about this one, bud? How about this one? What about this coconut one? Do you like that one? What is it? What's the matter? Mom didn't get you enough wipes and soap So we had to take a little bit of a food break because someone has Cushing's disease and gets very hungry all at once Not in the soap mood. All right. Now we're now we're taking a fighting break. Are you guys done? Kermit, no one is judging you. We know you have a soap fetish. It's okay. Just let it out. Why are you still crying? What if we tried some actual bars of soap? Look it. Okay, this one is dial. This says it's gold clean rinsing and non-dry Oh, do you smell that? Okay. It's like enough of this wipe. I want some soap. Okay.  My dog has a soap fetish. This one is dove. Ooh Cool moisture. What do you think about cool moisture? It's like I'm opening a bag of treats. Why don't we throw in a little something different? This one's Irish Sprint. Here's this one. Oh Oh, oh This is what I catch him doing in the shower Like if somebody leaves the shower door open, he just does this in there like the biggest creep in the world Wow, I mean this is pretty overwhelming He prefers Irish Spring the most out of these wipes and these other soaps Kerm. I think it's just his first try. Kermi, what about this one? You want to smell this one? Come smell this one But it's right here. Oh, don't it don't lick it.  Oh He just licked the dial. Oh Kermit don't lick it, but no. Do you like this one at all? No You like these two. You like this one a lot. We're not judging you. This is a safe place Oh, oh, he really likes dial.  He's giving the he likes the dial. I think he likes the Irish Spring the most so far That's his number. Okay, cleanse your palate So far So far that says number one But I think dial is like a close second, but he keeps trying to lick that one All right, so dove not so much dove we can put in the pile with the wipes Kermit we still have some more soaps in here for you to try caress Fine fragrance daily silk. What do you think about that bud? This one's a little different. This is a raw sugar Pure baths though. Oh, that one's textured. Look at that. Wow Okay, I mean you can start reviewing it as soon as you want to shea moisture Coconut and hibiscus shea butter soap Think of this one. Did you smell this one yet? This is a different dove. This is a pink rose Do you like that one? This is the last one that we got We only got eight bars of soap because I figured that was a lot of soap Bourbon cedar. Oh this one This is like your heaven. There's soap all over the floor right now. What's the matter? You don't like your selection So I went upstairs and I got some of the stuff that I have up there You don't really care for most of these other soaps So I'm gonna put them away and you're really not playing along with the wipes at all Even though in the comfort of your own bathroom, you love wipes. Come here. You like this one?  So he doesn't like any of those. We're looking for a very specific type of soap I think I don't think that he likes bath bombs because they have that like baking soda You smell to them.  You want to try this one smell that? I feel like that one This has been a lot dogs noses are so sensitive He smelled a lot of soap. So I'd say these are in these are the top three irish spring Outback mate from lush and dial Yeah, this is like a buzzfeed video $1 soap versus $20 soap Don't worry. I'm not going to throw any of the soap out Okay, so you can have it because I know you're gonna want it later when no one's watching you so you can really get in there Oh, are you tired? Is this your favorite soap? Is that your favorite? Yeah, I think that's your favorite If I had to guess based on his enthusiasm I would say that outback by lush is probably in third place In fact, there were only three soaps that he was really actually interested in at all They all smell like relatively like masculine I'd say like he doesn't like the florals or the flower eats.  He's into this sandal woody Whatever this is followed by our number two Which is this gold Bar of dial he licked this one.  So what did you expect? But in case anyone was wondering the soap choice of sermons worldwide Is irish spring? So if you're a sermons, or you have a sermons you should give them some irish spring because they really like it a lot They want to rub their face on this you did good, but I know it's a lot of soap, huh? I watched my body with irish spring as a dominant male in the house So there's a small chance that maybe he would like to be taking on the scent of the dominant male Oh, so you think this is that kermit wants to smell like the dominant male in the house? Yeah, right you like your soul Is because you're sexually attracted to it. Is that your sexuality? Is it soap? Well, thank you for playing along We're so glad that we figured out what you like so that we can always have some Stocked in the bathroom for you so you can rub your little face all over it. Yes, you can well Yeah, I mean that's it is this video done. Yeah, but what am I gonna do now? We already did it. It's made it's over. It's done. So make sure you subscribe to my channel I put interviews every Wednesday slash Thursday since you are such a good boy. Why don't we see what thermit prefers irish spring or dog crack You're a good girl too Please don't help my house My dog is broken subscribe


When you hear me say that, I make it sound so simple. So easy. But it wasn't easy because nobody wants to think about or talk about the fact that I made it, I lost it, I worked roofed houses, worked on an oil rig, read 100 books. From 2008 to 2014, that was six really tough years. And literally at this point, just sharing everything that I've learned over the last 20 years, in hopes that I can somehow reduce the failure rate in the real estate industry. 90% of agents fail. So, and what I do is really unique. Most coaches and trainers, I'm sure you guys would agree, are just teaching regurgitated strategies and scripts from the 1980s, 1990s. You know, and you know, the new age of social media, you know, I think these old school coaches have tried to figure out a way to use that and really the same philosophies, right? And it turns into this really weird, high pressure situation. Anyway, it puts you and your prospects in this really weird, awkward situation. And that's what I'm trying to help you guys avoid, right? And let you know that you can actually, there we go, you can actually use your specific personality and you can actually be yourself and actually build a much larger business short and long-term than you can when you go this different route, this mainstream route of the traditional way that coaches and trainers teach agents to build the real estate business. You know, which is more in the lines of this.  That's what it sounds like, you know? Hey, I'm selling sale with whatever real estate how you doing today, you know, are you interested in selling your house kind of thing? You know, and it's so focused around what can the client do for the agent and what I wanna do is reverse it and put you guys in a position where we're trying to figure out what we as the agent can do for the prospect. Just complete 180 in the entire philosophy. We wanna figure out what we can do to help. We wanna connect with these prospects before we try to convert. Tens of thousands of agents are in my coaching program all around the world. Why do I have over 40,000 agents in my coaching program? Because I'm bringing value first. I'm bringing value first. How do I monetize my coaching program? I make money off books, speaking. You know, sponsorship deals. My personal brand, I'm building businesses on the back of the personal brand that I built through my free coaching business. Where I went wrong with this whole thing is exactly what I'm trying to prevent you guys from doing. And that is high pressure sales, only focused on the deal, trying to get deals done, trying to see how big of 2021 we can make. When in 2023, you're not gonna care what you did in 2021. You're only gonna care what you did in 2023. And your results in 2023 is only gonna be predicated on what you do in 2021, in terms of database growth. Database growth. That should be really your main concern. Your number one objective should be data. Number one, you should be a data collector. Number two, a real estate agent. Through your journey of collecting data and trying to create new friends in the market, you end up selling so much real estate, short and long-term, but we're focused on the wrong thing. We're focused on the flashy, I did this many transactions when in 2023 again, it's not gonna matter how many transactions you did in 21, right, we only care about 23, but 23 is gonna be dictated by what we do now. So we need to be working every day now thinking, this is gonna crush it in 2023, meanwhile closing so many deals in 2021, all by being yourself. Okay, that's not the objective for me. My objective is to really make a new friend. And if they happen to want to or need to buy or sell something today, great. If not, I wanna be their agent later when they decide. Now how can I bring them value between now and then? Say they're not going to decide to buy something for two and a half years. All right, two and a half years. How do I connect the dots between now and two and a half years from now? Very simple. And I ain't realized I was doing this, building a personal brand on the back of a weekly email, but that's what I was doing. In 2008, nine, 10, there were so many foreclosures in the market. And I heard so many times from so many clients that they wanted a weekly list of foreclosures. Weekly list, weekly list, weekly list. So I started sending this weekly list of foreclosures to that specific group. And then I was like, wait a minute, I'm just gonna send everyone, I'm sure everyone, all the property owners I'm meeting and everybody in my database would love to see the weekly list of foreclosures because there was like 44 closures at any given time for sale. For half the price that these properties were going for five years before that. And that since 2014 as a single agent, I've closed 100 deals every year since. This will be year number eight. I'm going for a dime piece. 2023 will be 10 years in a row, 100 deals as a single agent. When you hear me say that, I make it sound so simple, so easy. But it wasn't easy because nobody wants to think about or talk about the fact that I made it, I lost it, I worked, roofed houses, worked on an oil rig, read 100 books. From 2008 to 2014, that was six really tough years.  Nobody wants to even imagine, go back to that point and imagine what I was going through and what I was trying to build. But I listened to my clients, they wanted a weekly email, I gave them a weekly email and I kept building on it and then I realized, this is big, this is where I need to focus my entire business on and eventually I quit doing everything else. I quit doing direct mail, I quit doing postcards and whatever, every advertisement you can think of, I quit doing it. Social media included, they gave you their data and then take that data and build your personal brand around that. But you're the number one skill that you need. So that's the number one objective. The number one skill is making people feel comfortable with you. People are like getting listings, closing the deal, setting appointments, negotiating, all that stuff. But let me tell you something, ladies and gentlemen, you're not gonna get to any of that unless the person feels comfortable with you enough to do the deal or to move forward with you in a business type relationship. Your number one job is to make them feel comfortable. Everything else falls under that because without that, there's nothing. Well, what you have to understand is that if there's two avenues, okay? There's the avenue where you've built a huge personal brand in your market and people just come to you and list properties, which is where I am. I haven't made a cold call since 2017 and I still sell 100 properties every year. I have like 56 sold or pending so far this year. I have like 22 pending right this second. All I do is a weekly email. I already built my brand. People call me to do the deals. That's one avenue, okay? If you're not there yet, if you're not there yet, you're still beating the bushes.  You're still trying to build your name, build your personal brand in the market. First thing you need to realize is I wanna be where he's at. I wanna be on the other side of this thing where I don't have to figure out how to get a listing. People are coming to me to list properties left and right. That's where I wanna be. So how do I get there, Ricky? See, that's the first thing. You need to visualize three to five years from now building a database to the size that people just call you to do deals. That's the first thing I want you to think about is long term. Now through building that database long term and just trying to create five new friends or property owners every day to build that 2023 mega business, you can't help but to close a lot of deals this year. And what we're doing as an industry is we're thinking, man, this is horrible. This is horrible. Look at how much work I have to do to get a listing. But what I'm thinking in my mind, the way I view that situation is, is listen, effort per listing all time high. Effort per relationship created in the market same as it's always been. Through making your calls and talking to all these sellers and trying to get listings and create friendships, you make 100 calls, you make five friends, let's just say. You make 100 calls, you talk to 10 people, you make five friends, okay? That number's not gonna change regardless of the markets up, down, sideways, left, right, interest rates, supply demand, inventory, doesn't matter. You make 100 calls, you talk to 10 people, you make five friends, generally speaking. So what I see is, okay, yeah, you're asking me about getting listings in 2021 and I'm saying, yeah, maybe you have to make 1,000 calls to get one listing, but you made 50 new friends that are gonna buy and sell with you once this thing flips in the next eight months. You ask them and they say, oh, how do I depict my agent? I had a friend in the business. I had a friend in the business. Think about that really hard. Now, we want more listings, okay? The most common answer is I had a friend in the business. So what does that tell us? We gotta make as many friends as possible in our market with property owners. We wanna be known as that friend. How do we become friends with property owners? We gotta talk to them. We gotta talk to property owners, you know? So to evaluate your business, I would have to ask you a series of questions to figure out what exactly you're doing. Are you talking to property owners? What is your strategy? What is your script? You know, what is your process? Once you create the relationship, are you actually just going after a deal and then saying, next, if they're not ready and not even collecting data? Or are you trying to salvage that and nurture that relationship for later? Once you do have that relationship, what are we doing to actually stay in touch and build our brand with that person from that day forward? Do we have a systematic way of doing that? The only book I've ever read twice is called The Slide Edge. And The Slide Edge is a lot like the compound effect. The Slide Edge is by Jeff Olson and it's a lot like the compound effect by Darren Hardy, but much more graphic, if you know what I mean, like, you know, literally like, you know, not pictures and stuff, but the way that he writes, you envision this. And it's literally, it's a game of compounding. It's a game of accumulation, okay? If you look at my 20 years, I did nothing special. I made 100,000 calls, talked to, you know, 10,000 people and made 5,000 friends over the course of 15 years. Did a weekly email, okay? Woke up every day, worked as hard as I can, tried to figure stuff out. None of that is like hard. Anybody can do that.


Hi everyone, Joe for Jaspy's casebreaks.com. Happy Tuesday coming at you with a quick little two-box break of 2013-14 Panini Dominion hockey. This is random team break number one. One spot gets you three teams So let's triple you up And of course back in 2013 no golden night, so there should be 30 items on each list Let's roll it and randomize it hard 10 5-to-5 one 10th and final time David down to David after 10 and then hard 10 for the teams and 10th and final time. Good luck after 10. We've got the Flyers down to the Winnipeg Jets All right, so David with the Flyers Steve Birch with the Flamesbury with the Oilers in the Ducks Steve with this Stars Matt with The Islanders will with the Blues Jack with the Kings Kevin Canadians Devils Hurricanes David with the Lightning Wade with the Panthers David with the Aves Wade with the Sharks will with the Preds Jack with the Penguins Kevin with the Canucks Matt Buckler with the Sabres and the Red Wings Wade you got the Toronto Maple Leafs Jack with the Caps David with the Senators Kevin with the Blackhawks David with the Blue Jackets Steve Birch with the Rangers Barry with the Bruins will with the Coyotes Kevin with the Wild and David with the Winnipeg Jets Jets Jets now Not a Hockey knowledge is not strong. I mean trade at your own risk. So I don't know who who's in that 2013 class Hockey fans that we should be looking out for All right, well, we're thinking about that. Let's pop open this case right here and see which two boxes we're gonna do All right, so there's eight boxes here. So here's what we're gonna do We're gonna flip these onto their side right here on the dice roll will go one two three Four If I roll a five six, I'll just roll again. All right, so one two three four five six re-roll six re-roll Boy it's a five re-roll two there's two right there and These other boxes. I think the next one is up already. We'll put just X's on them maybe If we do more tonight, I can still do dice roll If the next Dominion break spills into tomorrow, then I'll probably just grab random boxes from the back That's all right. So there you go. All right any trades. I think we see a trade. Sorry. Let me bring the screen back up Red Wings for Devils is a deal That is Matt and does the right person have the Devils. Yes. Okay. Okay, so Detroit for New Jersey confirmed So Kevin you're now in the red wings spot. Come on keyboard Kevin is in the red wings spot. There we go We'll put a T next to there for trade and Matt is in the New Jersey spot And there you go and looks like no deal on the other side David. You have the abs blue jackets Senators flyers Lightning jets Those are your teams right there. Any other deals or should we just roll? Maybe maybe an abs deal otherwise trade window going once trade window going twice trade window closed Alright TWC means trade window closed. Let's print. Let's rip. I think I need thicker top loaders for For these guys here. I know we'll wing it. We'll see You see what I need here. Alright, so here's the final print out with the tee for trade Thanks everyone for getting in appreciate it. There's more in the store Out of that same case so make it happen. I Think we've seen Dominion as a bonus pack and maybe a different break. I forget which one but It's a good-looking good-looking set Should I go is that a base car should I go this way? Open it that way This is blank card right here slow play the hits a little bit we got For the ducks out of 249 we got Jakob Silverberg Or Jacob however you want to do it that goes to Barry and the ducks Next is a triple rally two out of 50 Featuring two players here. We got Alex called Chenyuk and Nathan below Event-worn used materials right there. That's pretty cool. I'm gonna fit into it. No, I think I'm gonna need more All right, hang on a second folks. Let me grab a couple More top loader packs from the back. I've run out here. All right next one We got Alex chasing Three-color jersey not a graph 158 out of 299 that'll be for Steve Birch and Dallas Next is this is pretty cool Oh dual autograph. Look at that. So there's Dougie Hamilton and Ryan Spooner Both have the Bruins logo back-to-back beginnings and their autograph on the jersey. That's out of 149 Stars was the last one that went to Steve Who's that Barry Roberts with the Bruins? It's kind of a cool look and we've got Sydney cross. Oh, I thought that was gonna be Never mind Jack with that one it's kind of not fair and We've got another Alex chasing three-color jersey and autograph 40 out of 50 Rookie jersey and auto All right box to There is a redemption on the bottom. That's gonna be expired But you might hook you up with some points or something like that So we'll still send it to whoever that belongs to this mark Andre Fleury To 299 and that's for the penguins. That'll be for Jack. We got Pavel dot suyuk Jersey eight out of 99 for the Detroit Red Wing. So Kevin drawing first blood in that trade We've got another Red Wing Danny DeKaiser Rookie jersey and auto to 14 out of 299 This is guy. I mean I have no idea if these guys ended up being good or not But there you go Kevin we've got Dougie Hamilton private signings autograph 182 out of 199 Boston Bruins Barry Roberts two more we got Jamie Ben 22 out of 50 Dallas Stars that'll be for Steve and the redemption is gonna be James Van Reeds mick Reed stick reams dick Hand sign feel like I've heard that maybe maybe I'm thinking of someone else. Maybe I'm thinking of a row in it perhaps so back in 2013-14 he was a He had been with the Maple Leafs for a couple years by then. All right, so that goes I'm assuming that's Should I just look this up? They wouldn't put him As a flyer, right? Let's look at the checklist just to be sure Cardboard connection dot-com does not attach him to a team Does group break checklist dot-com have an old dominion checklist for us not stand by They do do they have a group by team that's their deal. I hope they do Wait for it. I know this is very exciting Yes hand signed card number six Maple Leafs just wanted to make sure I Know it's expired, but still contact them weighed There was a scare that they would not do anything at all for for Not do anything at all for expired redemptions, but now I think they walk that back a little bit You may be able to get something back in return There you go, and thanks everybody for getting in we've got more boxes in the store So go and check that out right here on Jasper's case breaks calm and we will see you next time. Bye. Bye


Like a virgin are in this case like a mistrusting brother not telling the other one pretty essential facts that they should know But unlike the song they will touch on this again and again and again and again That's a hot mug guys.  I have to admit. I maybe should apologize to the latter seasons for using the trope of the brothers not trusting each other with holding something from each other because the first instance of it happening post seasons 1 through 5 is One of the worst examples I can think of the idea that Sam is upright and That Dean does not want to mention anything to him But he for some reason thinks that Sam will not figure out anything despite the fact that he has been around and walking and talking With a lot of other people that they know for a year and on top of that He leaves his brother to to the wind to go off and find a magical sword But doesn't bother to tell anyone aside from Bobby not even Castiel not even the uncle no one at all that hey I don't want this information known Dean's the biggest fucking bonehead here Anyone and everyone in the writer's room must have seen how stupid this was I Literally solved with the end of the episode and it has nothing to do with the really quick resolution formula that we've come to know For supernatural because all Sam has to do is Call Castiel he does one thing out of the two people that he talked to Getting this part out of the way with first because this episode actually isn't that bad aside from the giant piece of Dipshit dumb ass writing that is Dean's logic about trying to keep Sam out of the loop And I understand his want to protect Sam because as death said any scratching at the wall could lead to its downfall But he does absolutely nothing in terms of trying to stop any of it He's just kind of like I don't want it this way, but I'm not gonna do anything about it Why did this happen the fact that Sam is the way he is and he gets right back up again?  I I don't like that aspect of this episode I do like what it leads to now I understand the episode has to proceed to introduce the mother of all which they do very well But I feel that maybe they should have left it for an episode because just the very Casualness that Sam is like, yeah, sure. Let's get back to things. I've been in hell for a year I am pretty casually laid back about being topside again. Hey, you're going on a hunt. Sure I don't care about doing anything else that I never thought I'd be able to experience again I don't want to see anyone.   That seems a little weird.  There's so many issues with this single piece of the story that I have Ranted on for near on six minutes according to the timetable here aside from that the episode itself actually isn't bad I remember a lot of people not liking this episode for the whole idea of dragons And yeah while a guy getting sucked out of the front of a plane doesn't make any sense It's a TV show they're very limited to what they do. I actually do like the dragons in it I think that this episode does have a really good funny bit with Dean going to get the sword out of the stone and Music cue and he can't get it out And then he blows up the rock and in the end he breaks the sword But that part was really really good again Don't understand why he went off to get a sword and didn't bring Sam with him because he just left Sam alone to Nothing except to realize that sewers are the equivalent of caves I Don't know how you can free that out. I do like when they go to save the girls and the dragons have to fight I thought that part was really good and then I love how the episode ends with The dragons throwing the girl off into the pit and then the book of human skin kind of giving this really cool foreshadowing to the mother of all villain which we were all going to be very sorely disappointed by I thought this is a Decent build-up for a villain and then when Sam does find out while I did rant about it I will give this one good credit. I do find it quite ingenious that Sam Apologizes for how his soul is self-acted when he does find out that he has been walking around without a soul for a year I think there was a good play back into the morality of what makes Sam Winchester what he is He's not mad that he was bamboozled and lied to by Bobby and Dean He in fact understands why and he wants to make right from what he did even though it wasn't really him That part does make up a little bit for the idiocy that did start this episode off It's more so Dean's lacking effort to actually try and keep its secret that bugs the ever-loving Shit out of me when you know you know he's gonna figure it out and again That probably opened up the gateway for why they would use this same Distrusting story arc over and over and over again throughout the show's lineage But so while from that big-ass fucking negative the episode still does have a decent return and a Overall good arc has good pacing and has a cool little villain in it It has a cool build-up to a big bad that will eventually let us all down, but it's still not placed It's actually a pretty well put together episode.  It's Even with all the tractors of this episode, it's still one of the better returns Mid-season finale return anyways. I don't know if we're gonna get that lucky as the show goes on I know that we definitely did not after season 11 helm season 11's mid-season return sucked So we'll see anyways guys as to my thoughts Let's see what you guys had to say kind of wondering if you're gonna talk about the same thing as me All right, and it certainly seems you guys had a lot of complaints about the dragons I remember watching this episode and hearing that they would have dragons in it I was so excited to see what dragons would look like and then got disappointed and they turned out to be humans with John Claus and don't even see them fly great one-liners though. What makes a virgin what make what? What's like virgins and gold? I don't know P. Did he didn't age well Like a virgin is a decent opener after the mid-season always makes me laugh when Dean calls Bobby and goes What do you know about dragons? Nothing? Well, you could you make a few calls to to who Hogwarts? I also like when Dean gets a diary and then they maybe say they're all virgins. He gets the diary Hey, dude, you can't hear that but you can't read that the cliffhanger at the end is cool with the mother of all And I've got a new villain fight. I do like how they introduced her obviously though But unfortunately, we know where it goes like a virgin is a good mid-season comeback It feels felt cathartic to have real Sam back. It was relationship with Dean normal again Although the loss of Sola Sam is definitely felt curious to hear your thoughts on the mother of all storyline It seemed like a good direction to take the story in at a time and I've always felt like Eve could have been a big bad and She was an interesting addition to the mythology But she was very underused and looking back comes off as a shows attempt to have a villain similar to Lucifer in terms of scale And danger without the proper build-up and display of her power. What do you think no 800%? She definitely gets that Lucifer kind of sort of vibe, but she doesn't do anything with it They don't do anything with her like she's gonna be gone soon She doesn't even get half of a season length to be properly introduced as a threat Like a virgin pretty much showcases how I feel about season 6 at least 40% of the episodes in the season of our As a whole are really solid. I really like the interactions between Sam and Dean They felt genuine and natural progression of their characters. I even laughed it when Bobby the Memento jokes However, the rest of the episodes in the season as a whole are bogged down by Sarah gambles insistence of thinking that weird Monsters are more threatening than angels and demons And I simply don't buy it when you promise something as cool as dragons And you just have some guys with awful CGI hands because you don't have the budget to deliver you shouldn't have done dragons This episode also introduces one of the worst villains of the show mother of all which is essentially the mother of all demons title That Lilith has only to give it to ETH the first woman I don't understand shows like supernatural why an hour for Lucifer that insist on making poor Eve a villain I think the idea of her as the original monster like the mother of all monsters was a cool idea But I feel that this should have been introduced very early on season 6 is definitely a male commotion mode different ideas and And theories and one on fortunately it doesn't pull off in the end. Congratulations. Super natural You made dragons boring while the dragons are dull the episode isn't a total loss I like the introduction of Ellie too bad. She didn't make it through the season I mean imagine the Eve it wouldn't have been handy to have in purgatory a resident ally in season 7 and 8 Oh, no way. You mean the the lady who's got the sword. I also enjoy the Excalibur fake out Epic heroic music as Dean goes to lift the sword in his deflated fade away when he can't even budget That is a good part. It is one of my favorite parts of the episode, you know, if you're gonna do dragons You know the budget to do dragons Seriously, these are the latest dragons I've ever seen. I don't think they even breathe fire Just basic goons weird choice. Although this episode does introduce us to an interesting character at first We think it's Bobby's ex but she's actually much much more than that and that's later on I guess Oh and Eve is here too now. Cool. Yeah, no the the dragons are definitely Uneventful when they were first mentioned. I was like, how do I forget when they were first mentioned at the beginning of this episode I was like, how do I forget that there was dragons in Supernatural and then watching the episode? Oh, that's why I was really surprised that Sam had no memory of his past year I was glad to see the old Sam back or really found the dragons to be very lame But I enjoyed seeing Dean struggle to remove the sword. I really enjoyed seeing Kim Johnson and Eric as Dr. Viasek loved her in Highlander I was glad to finally get the answers as to who is supposed to be the big baddest season six I think the decision for the writers not to fall back on well-known dilemma Dean and Sam hiding Something from each other is very good by the end of the episode Sam learns the truth that Dean initially withholds from him This quickly establishes a new plot for the second half of the season Sam struggles with the truth It's all an episode. I think the dragons could put on a very disappointing performance I don't think a couple of guys in leather jackets can be called dragons Do monsters become rare in the future season now in terms of Sam and Dean keeping shit from each other I usually get really irritated with that post season five But I will say that it makes sense at least here in terms of Dean not wanting to break the wall Like a virgin is a great follow-up to episode 11 of season 6 on paper Visually, I'm sure people will say didn't deliver But I think it's smart for visual effects team to focus on the subtleties of Dragons rather than go all out if we saw a full CGI dragon I feel it would have been laughable to see if I channel shows this to me personally in time in a time again Also, I kind of understand how people of various parts of the world say Supernation were misrepresented dragons But these are more in line with fairytale dragons who cut who kidnapped princesses in Horde gold for me and makes sense Narratively that we don't see the dragons lower represented at least we didn't see Sam and Dean Going countless hours through a sewer ready to call it quits would Dean say I guess the princess is another castle I can kind of see where you're going from here, Joe, but If you're gonna introduce something as epic as that you should at least do something to it You can have some kind of hidden subtleties to it Like they tried but I feel like they did the very very poor man's version Not just in terms of the show's budget, but also in term of effort I It's so forgettable to me like I said I couldn't even remember that they had ever introduced dragons in the show in the first place However, the best scene from the coming from the episode and one of the best scenes to come from the post-kip create era is Dean Falling pulling the sword from the stone you and using C4 to retrieve it I would have loved to see Castiel pull the surf in the stone and just handed a Dean like no big deal like when vision Oh, yeah, actually that would have been funny Would have actually been really funny to see Castiel do that However, to me, it's a good follow-up for Sam and Dean reuniting and seeing Jared being soulful the use of Bobby and Castiel was properly handled I love the introduction of Dr. Vizek and Although I wish we had more Cthulhu like reveal with Eve It makes sense not on the front for budgetary reasons of her not possessing a Virgin human female and for the audience to slowly understand her agenda coming to earth Yeah Actually, that's kind of interesting having a Cthulhu like aspect to the show would have like to have seen a little bit more of that considering everything about HP Lovecraft and Cthulhu, but no, well, you know, get what you get. All right now the next episode is Unforgiven that's episode 13 So make sure to give your guys's comments about that episode and I'll read those off in the next review Otherwise guys, it's all for me. Hope you enjoyed the review If you did leave a like and if you interested more subscribe till then see you guys next week