you know you've been there in the music Kenyans love your work Kenyans support your work you know there's a time people wanted to really help you people wanted to work with you we saw a manager producer coming to work with you those those those hopes for us to see you now going to the international level okay now let me answer that who are those people who supported me when I went viral globally in the world in 2019 can you mention one of them as fast I can say Kenyans were sharing a walk okay that's never never mention anger cuz you know what okay there's no all of the produce as I met since I started my music our classes apart from King Fizo King Fizo was a blessing to me cause you know we met when I I never had somewhere to go right yeah that's it that's it what what do you mean make me understand when you when you see the producers you walk with them before what causes they had cast on you no you see like magic singer magic singer was was was just someone who want to satisfy his own through me you understand me so when he did that I've never trusted anyone since that time you understand me yeah but when I come I come I come to met with King Fizo that's when now I felt like June I don't like one message I was on me so me and I was to go my killa maile and I was to go my but they are fun to do your time need a time you know I'm gonna to the morning right yeah but when I met with King Fizo I can't if I'm not a row surfy on you know not a man come on don't go You know what I'm saying? But then, I'm going to tell you a story about Rafiki. Rafiki is a woman. She was born in Rafiki. Rafiki is Rafiki. Are you in a position to tell me what really happened between you and your former producer Magic's anger? Was it musical difference? Was it you as an artist who had to change things? Okay. Was it about money? About that, it was not about money, but about what I striked, everyone knew. And everyone is aware by now what Magic's anger was behaving at me. Right? Yeah, so because you know, many videos explain about Magic's anger. Okay. Yeah, so I know, I know, everyone knows about me and anger so that I'm not going to mention that right now. Your name is VP M Penzee. What is the name you're writing? It's behind the scenes. Director One. Our director pixel. one, two, two. One, two. Two, three. Two, three. Two, three. Two, three. Two, three. Two, three. Two, three. Two, three. Who are you going to tell me what did you say? I'm the next one born after Walbaz, Rudra Kattel, you know, and you know, of course, I'm a real bad man.  Yeah, so how are you bro? I'm fine. How's the day going? Best. I feel great. I feel, yeah, genius. I'm, I thank God. Yeah, that's it. Welcome to FSP, Mbaz. Today we're going to talk about your journey, your music, your inspiration, your success, you know, guys naming you the next after the Walbaz. How do you feel that? Okay, I feel great because, you know, they compare me to the with the greatest vibes Kattel on, you know. Now that's Rudra Kattel. So I feel, yeah, I feel, I feel fine, you know. Rudra Kattel, born and raised in Coyole, managed to speak. Okay, because you've mentioned the Coyole, but it's not only place I grew up in, yeah, every ghetto in Nairobi. What did you learn? I learned how to say Coyole. So I stay down, though.  Okay, you growing up in those, you know, slums, ghettos, what is your favorite childhood memories in those ghettos? Do you have a favorite ghetto? Okay, my favorite ghetto is Coyole and Dendora, right? It doesn't give names like when I perform, not funny at all. Badder than most, better than them. Better than them, 254, of course, you are better than them in this 254 country.  You are freestyling, you know, on some lyrics of The World Booth. And then from there, boom, everyone's like, you're inspiring, your musical inspiration, Johnny. Okay, okay. When it comes to vibes, cartels, sun, sun, floor, I'm the best. And when it comes to now, Kenyan dancers, I'm the best one and only Kenyan dancer, you know. What do you mean one and only? Because, you know, we like dancing music and dancing artists in Kenya, so that's why I feel I and I only, others are getting it on artists. Come on, come on, Rudra, come on, take me slow. Yeah. You have the baddest in 254. They've been there before you. Okay. Mention one of them, Ukiyans here, number two, because number one, I grew up listening to a better than most Red Sun, this Duflo Delegant, this K.R.G. Okay, let me tell you. So the second artist you mentioned, that's Red Sun here for me. I can say only Red Sun and, you know, it's like maybe we are two and one is the best than another. So you're coming first? Yes, I'm coming first. And I don't mention myself, I only start by number two. What makes you think like we don't have a dancehall artist? You know, it's because Vibes Cartel himself posted and said, Kenya forever and it was all about me, right? So guys, bad with bad guys and he said, yeah, yeah, yeah. Just to understand this, you know, you growing up, I know very well, there's something, there's someone who made you fall in love with music. Take me through your musical journey. Okay, you want me to take you into my musical journey? All right, let me tell you how I started and how I grew up in music, right? So when I was in primary standard three, four, that's when I realized my talent and that's when I knew me, that I can spit like Vibes Cartel, you know. Yeah, but that's what I needed to be able to do because I wanted to be able to design. Yeah. I think we can go through all the challenges. For example, it's not easy to make comments about the story behind the movie. I'm not a photographer. I'm a majority win, when I see negative comments about my career, and when I see the exhibition and now, I'm like, I'm telling myself to go ahead and make comments and I'm not going to go ahead. Who is the master?   I will tell you this because action speaks louder than words. Actions don't matter. The boy said no. Strictly no. Right? Do you understand me? Yes. I hope that they will understand me. Rudra, Katel, how do you manage to handle all this when people talk bad about you? How do you overcome this? What keeps you going?     That's an empty vessel to pick up a turkey and a key roll. Yeah, it accrued to sound Like any song then you mean as a create sick am I empty vessel see me pig or take a Yeah, so some don't wanna come here me new limbs say any He may create a new cost wrong design a token of this Me bad on new limbs say it's gonna get undone.  So the best thing for you people to do He has to love like, you know Hmm. How do you do get time to go through your comments? Yes Jumin a jitambu and a jojie Me will am a tattoo what on give jingle a key now to engage in it. I'm a motor now same a rudra forever Yeah, of course Because we're coming to my baby a time soon as you know, I'm a personal okay Key Vee P. I'm a fan of lia.  I don't feel like I don't say me fucker border sasa. We are compassion. Oh, we come at two more When you're not feel like I'm at two more I'm getting a cool is a cause I'm at two more cook attack. Oh, you'll feel like I'm a cross boundary.  Do you have personal issues with people from Kawanguare? Are you behaving with Kawanguare people? Are there haters? Art is a hating on you from Kawanguare?  So, Kawanguare and I feel it, I don't like it because, you know, the one who hates you, the one who says he's asking for it. Given a chance to perform a well-paid show, a thousand, two thousand dollars, the event is said to be performed, you said to perform in Kawanguare, will you perform in Kawanguare? Okay.  The manager has got you to go to a check. Let me, let me answer that. If my blessing is at Kawanguare, okay, I better stay with my classes at Kayole Dandora and any other place, right? Yeah. Yeah, because I can tell you that place, you know, I don't like it. You don't like it? Even the East Rappers, I don't like them. What do you mean East Rappers? Who are these East Rappers? Okay, I saw some people on social media trying to pull me down and lick me down and diss me about my character.  But for me, I don't care. I don't care. So long as we've never met with someone in Kawanguare and even their artists and the West Side Rappers, so I don't care about that, you know.  How was the feeling seeing yourself? People comparing your work, your music with the world boss. You are trending. Oh my God, when I see myself trending and when I see conscience, Vibes Cartel, Shenziah, you know, they like it, you know. So when they like it, you know, I feel genius and great and the best in Kenya. Right? Yeah. Because for me, you know, even my English, but there are people, let me try to educate you something because I saw some tough things at comment section. I want to educate this. This is not English, I'm speaking. I'm speaking Tatua and it's not fluent, you know, because it's a different language from English. This is Jamaican language. So guys, I don't care what you're going to say about my English, but you just, you need to understand that, what I'm speaking about and what I'm trying to talk about.  Rudra, make me understand how is it, are their conversation, is their musical project, what is the relationship you have with the world boss? Oh my God! Really, you want me to answer that? Okay, but that's my dream. I have to answer it myself. Understand. Right? So, can we move to the next question, please?  So people want to understand, you know, you, did you have to go through all this, did you have to travel to Jamaica, what inspired you to, you know, your kind of music you're doing? Oh my God! I watch movies, short us, and I listen to reggae music, vibes cartel songs, right? Cartel songs, short us, movies and, you know, and all that. So, I've never been to Jamaica. Do you wish to be? Yeah! I really wish to be in Jamaica, because, you know, I love Jamaican styles, Jamaican flow, Jamaican culture, and Jamaican music, the last Jamaican girls. So, maybe one day on time I'll be in Jamaica. Hopefully we'll get a chance to see you.  Kenyans love your work. Kenyans support your work, you know. There is a time, people wanted to really help you, people wanted to work with you. We saw a manager, a producer coming to work with you. Those, those, those hopes for us to see you now going to the international level. Okay, now let me answer that. Some people who supported me when I, I, I, I went viral globally in the world in 2019. Can you mention one of them? As fast as I can say, Kenyans were sharing your work. Okay. That's sad. Never, never mention anger, because you know what? Okay, there's no, all of the producers I met since I started my music are castes apart from King Fizo. King Fizo was a blessing to me because, you know, we met when I, I never had somewhere to go. Right? Yeah, that's it. That's it. What do you mean? Make me understand when you see the producers who worked with them before who are castes. They had cast on you? No, you see like Magic Sanger. Magic Sanger was, was, was just someone who, who want to satisfy his own through me. Do you understand me? So when he did that, I've never trusted anyone since that time. You understand me? Yeah, but when I come, I come, I come to meet with King Fizo. That's when now I felt like I was able to be with him in my life. So, I was able to meet with him, I had to go to East Ngoma, to East Ngoma. But there, I didn't have time to meet my family because I was able to meet my family to see, to get the money, right. But when I met with King Fizo, I knew only half of my life was from Come and do go on over there.  Okay, it was about money About that it was not about money, but about what I striked Everyone know and everyone is aware by now what magic saying I was behaving at me right Yeah, so cause you know many videos Explain about magic saying Yeah, so I know I know every everyone knows about me and anger. So that I'm not going to mention that right now Yeah, uh, Rodra, you know you're working with now. You say the King Fizo came through for you At that time you wanted to kid to quit your music, you know Give you money help you career wise made you start your own channel your social journey How was it up to now? How's the transition up to now? Okay? You know It was not all about money But you understand that you know Design come on you keep on anger I keep on I like when I came to me I'm only going to record Namib what you need. I'm listening contract. No magic saying. That's a One of gopers. You know, I'm cool gop. I'm a cut attack fan. I'm sick in a meme yet You're so babu wanna do a tea to lick one a contract no magic saying one on a yeah, but I'll cook one I keep on my own So So if you don't exceed a VP Kim's a key now that was the question I was waiting you to ask me so can I start you know I have too many things to mention on the camera but can I mention the main right okay King Fizo is my producer like Russia vibes cartel producer and TG and all that you know then the second King Fizo acted like my bro right then apart from that King Fizo you know is very much free to him and I am very much free to him yeah very much free to me and me I'm very much free to him so we we have nothing to hide because we are open at each other you understand me you are very much open so I can't trust King Fizo right then I have my album get a cartel one and it was produced by King Fizo yeah someone like pussy world VDJ tried to diss me together with the with his artist I don't know the name of the artist and gully justice you know yeah we have some people like psycho vibes and yeah they are my haters but you know King Fizo standard strong with me and on my side right so that's why I really like King Fizo to be my producer forever than anyone else yeah where do you see yourself musically in the next few years oh my god the next few years like two years to come I'll become a role boss in Kenya what makes you think you'll become the world boss in Kenya yeah it's because you know right now as somewhere I can record my music yeah free free right yeah so that's why I feel myself I'll be like two years to come by now I'll become world boss I hope I answered that let's talk about your funds they're missing a lot from you the missing to see you performing in shows the missing to interact with you what plans do you have for your funds but then what don't we get to see you performing on in this big events okay I can't say about that maybe some people can't afford can't afford yeah to pay and to find themselves in a me because if I decide to do it freely obvious I love everyone in Kenya coming to see my show and all that but when I decide to to make them pay oh my god let me just keep my mouth shut because what on any kind of gamba but you know guys I really not a woman if I'm gonna take off whoopie maybe someone wants to have you for a show I'm gonna take in right yeah sure any other county county apart from Nairobi yeah I'll charge a family right but when it comes to Nairobi inside Nairobi in Adi Nairobi yeah I can't do my show in Nairobi because I know everyone know me because I say Nairobi and I live in Nairobi right yeah I even there'll be some that what we any water to care or to appear what you take a good if I know I need you at that most no love that I'm too many on a tumor or more just even those two so where we're not it can't I was about here in general be in 500 yeah in Nairobi that's it yeah but in Nairobi if they can afford a half a million to pay me to perform to them yeah that's it but I know you know Kenya man I have a song but no they'll see it on YouTube I don't want to mention that especially about the song I'm gonna tell me okay I can give a freestyle about Kenya but I don't know if they're going to like it okay give me show us because what I'm going to sing right here right now it's a true thing happening in Kenya you know so are you ready for me like I'm very much ready for everyone who want to comment any tough seeing pink on the comment section let me say that you know it's okay it got so I live us you know I have some fans in Jamaica maybe they'll not understand but you know this I'm doing it for Kenya right and it's not about bigger pink it it's about the truth and all about the truth so I want to say this you know yeah I think about it Kenya and on issue fitting last month asia yo Madumban lepeg and Boka Kimaksu the book was just study look who's he just a lady but bull does he is a staga at a doodoo kisha steady canikuzonza mini meza adima galona and it a star bull done a mom dem bogey adima amias gangster and it a star kingdom in a murder yeah that's it artists yeah but bad bad bad bad you know Zahidiaa po, ita kua e, Rudra ame toa cheche zamatu si vidya inchiaa ke, lakini saa saa, let me just... Ria maa ze to. Ria maa ze to. Rudra, e bune ame bie, what do you think about the state of the country? Are we moving in the right direction? Kusabu pia maa ishia pia nad fanya ila kitu, me bhi wem stan iu ko saa oa? No, even me, I'm just like any other person, you know, I got a high cost of living, but I can afford it, right? Yeah, I can afford it, but I don't feel fine in Amiat. Yeah, that's it. Do you want me to diss them? Oh my God, do you want me to diss them? Kus you know, they will jail me if I do that. But you know, I got a freedom of speech. But even if I got freedom of speech, look, I'm not afraid, I'm not afraid of nobody, I'm not afraid of anyone, but maybe I'll not talk about that. But you guys just understand that Kenya got a high cost of living. That's it. That's it. You mentioned your fans in Jamaica won't understand Swahili. How are you planning, are you planning to go to Jamaica to interact with your fans, to do some musical projects, some shows in Jamaica? Yeah, I can even be a student, because you know, I love Jamaica. Even if it's under colonization, no matter what, no matter what is going on in Jamaica, even if it's not a secured country, even if it's anything, I love it, I love it, I love it, I love it. Yeah, it's different to this place. I am. You know, in Kenya, what I can feel is just safety. And not only that, but about jobs and... I see people suffering in Kenya. That's why I want to live in Jamaica. You're planning to relocate to Jamaica? Yeah. I feel related to Jamaica. In Kenya? Yeah, in Kenya, my friend. What makes you think you're much related to Jamaica and then Kenya? It's because I'm a dancer, an artist, and I said I love Jamaica, I love Jamaican girls, culture, music, yeah, and work. I mean, with all my heart, I love Jamaica. The other day we saw it, Wild Boast, Cartel One, winning an appeal against these convictions.  So you are Vibe Cartel's number one fan, you know, as an artist. What do you have to say about this Vibe Cartel winning the first trial? But remember, Vibe Cartel doesn't guarantee that Vibe Cartel will be freed from jail. It's just a win on a trial. Yeah, okay, myself about Vibe Cartel, I put Vibe Cartel in all my prayers, you know. Yeah, so I just pray to God. That maybe one day on time they will free him. Because, you know, I, as a Kenyan, when it comes to meeting with Vibe Cartel, you know, I want it to be free and very, I want it to be free and very, I want it to be free and very free. And I want it to be free and very free. jailed. The government of Jamaican police, you're acting like Kenyan government when you jailed Vibes Cartel. And you know, Kenyan government, I'm the one who designed it. What do you mean you've been jailed before? What happened? Okay, so you want me to give my robbery story upon the cameras? You know when we discuss these things you don't need to give me details but you see we're giving another person an opportunity to learn from maybe a mistake you did, something that it can educate someone, it can change someone's mind. Okay, let me now educate them. Right? To any Guanggy boy in Kenya, right? Any gangster in Kenya, any Guanggy boy? Yeah, I'm trying to be a very good example to every Guanggy boy in Kenya because you know what, I reformed. I reformed, it's like you know the meaning of the word being reformed, it's like being rebonded again, right? Yeah, but not by water. By what?  What was the situation? What is the moment that made you think like, Niajie, it's high time for me to reform. I can't do this anymore. Yeah, it's because you know, as I explained, any crime does not pay because at all, at all, yeah, but it's a major feature. When I was a robber, I always served two masters. I always maintained a family with Keshwa Akko, when I was a young man. When I was a robber, I was licked down. Obviously, I was licked down because I was wanted. I was licked down because I was wanted. After I was licked down, I was sent to jail. I was sentenced to 10 years of prison. 10 years in jail, 15 years in prison. When I was a robber, I was sentenced to 10 years in prison. I was sentenced to 15 years in prison. I am a person who does not know how to cook and order food. I don't know to know how to cook. I know how to cook, but I do not know how to serve dishes. How to serve food, so that people can cook, can hear things. So that someone can hear and learn how to cook. That's how it is. That's how it is. However, it is a meal like breakfast, lunch, and supper. I'm trying to maintain it, but at the same time, it's not enough. It's not enough. There are a lot of things that are not from me. If there are a lot of things that I don't care about, I'm going to go to school. There are a lot of things that I don't care about. I'm doing the same thing. There are a lot of things that I don't care about. There are a lot of things that I don't care about.  I'm going to try to keep it, and it took me like 15 minutes. 15 minutes, I was 15 in 15, very strict design. I was a very serious person. I was very focused on my education. I was a very good person. I was a very good person.   I had to make a living, but I didn't die. I had to make a living. I wanted to be a rich man. I was a bad man and no one was a bad man. It was an experience, but no one was a bad man. I was a bad man. When I was a bad man, I was a bad man. I was a bad man. Just Rudert, thank you for sharing with us your story. This year, new year, people have new goals, new achievements, new plans. This year, what plans do you have musically? Oh, musically, guys. I told you, expect. When I say I expect, yeah, take care of anything. Heat, it will come from now, because I have some good things. Because right away by now, yeah, I'm going to sing a single song in a tour. Life in the dark, come a shadow. Right? Yeah. Yeah, I expect my viewers in here, by and by, as in a country, you know, you have them on, but I say to you, I'm going to try to cook. Come on, I'm dissing. I come at you, I'm going to try to cook. Yeah, to pull me down. So that's when I become Samson, Hulk and all that, right? So for me, guys, what I can tell you, yeah, understream music and Rudra Katel, K.E., and apart from that album, Geto Katel 1, by that contain 11 songs, you know, you know, social media, you know. So what to expect? There's a message about me trying to... Yeah, this is the government. That's it. That's it. As we wind up now, Rudra, I want you to take this opportunity maybe just to talk to your fans for the support they've given you, for the journey they've helped you go through, for what you've passed through. Okay.  My true fans, I'm talking about them.  You can't even reach them, you can't even reach them. That's why I'm here, I'm here, I'm here. Sir, I believe that we're spending time together, we've been together for a long time. Yeah, that's the support. I'm thankful, I'm proud of you.  I'm happy that you're here. Thank you. Shupran, is there something you feel like I've missed out? Yeah, now, what we missed out, it's about Jeem Beteshi, Jeem Betinga, I got master, Popkan, Tommy Lisperta, that's Akasha, you know. Yeah, I feel like I'm the only one who's feeling the same way. You know what I mean?  Poppy. Big up. Uh-huh. Akasha. Bless up. Right? Yeah, then, one and only Rudra Cattel. One and only Rudra Cattel. Yeah, the four of them, they lead the Jeshejing Army, and boys and everyone, even Mongol Rorya. Yeah. All right, Rudra Cattel, that was one-on-one with Rudra Cattel, about his journey, about his life, what he's up to at date. Now, with Beteshtori Flanney amazing, something really good about, you know, drugs, about crime, Cpoa, Mayut, crime Cpoa, see you. And then, guys, Rudra Kaziakiko across all social media platforms, willing to Spotify, willing to embalm, and I can get boom play, Pali YouTube, Pali Instagram, to put your support. Okay, weird, weird, weird, weird, I can see you're mentioning them, not forgetting Rudra Cattel, K.E., right? Yeah. Yeah.  Now, to call the cash in the Flanney, with strays, music, stray culture, stray affairs, the producer, bad of bad is, baddest, producer, king, Fizzo. Ah, I'm too ungooble, so now you're going in the street. Brother, Shulkarn, God bless you. I told you, Malyza, build him a free style, kiddo go for the funds, and for the lovers of Rudra Cattel. Okay. Oh my God, now Guzia Juju, you know, I just want to live some more. I want to be able to sleep at night without feeling insecure. Malyza, my life in the dark, come and shine it on. Life in the dark, come and shine it on. Miss Dichotimindo, king, now I'm murdered.  Be amandu, gunamadada, minisai, ka'au.


How much damage? Oh, it's not enough! Dirt. Dirt. Dirt. Dirt. Dirt. Dirt. Dirt. Dirt. Dirt. Dirt. Hello everybody and welcome to another episode of Bicycle Evolution. It is Wednesday. This is a live non-evolution beaver. My god. It's a Mortem Raid. We got some things to open first. We are also on 16% battery. I am also recording a new way of doing this. Normally what I do is record straight from my camera onto an SD. And then I have to wait about like half an hour for the... so it probably puts like a dampener and a slowness on my rendering for this. But hopefully we should be good because I am recording that on OBS now. We are attempting this with somebody else now. Elle's, you may know. She has a Let's Play channel but I don't think she's uploaded recently. But she uses Tristanix I think it is. Hopefully it won't take an hour for us to beat it this time. Now we sit and wait. How long this one will take? Yeah, I know right? So many things could go wrong. Ever since streaming I turned that audio down. Oh my god, okay. Fingers crossed. If this video looks normal to you it's a bloody miracle. Well I guess the Dino Charris would be alright. Another one. Another one. But really we need a Tannado. Turramorlock. Ooh. I mean it was a level 21 but okay. Does that mean this Maxima's gonna kill? Oh god. Okay so Turramorlock is really good. I've heard Turramorlock's really good. Although I don't know. I don't have confidence. Right. So Turramorlock's gonna go for the speed ride. He's gonna speed everybody. And then, yes.  I can go for the highest attack. Oh okay. So our Dennis Maxima yeah I've got to go for Raptor, right? Otherwise somebody's being hit by Raptor. So I've got to go for Raptor. I've got to. I've got to do it. Not gonna go for Majungosaurus. Really it would be good to go for it depends how fast things get. Oh. Oh have I killed it? I think I have. I think I killed it. Oh yes. Oh everything's quicker. Oh beautiful. Oh that yeah Turramorlock's really good. I think it also heals as well. Okay so now we're faster. We've got a crit chance up. We've got increased attack. Now we're slowing on to, oh god this should be a crit. It's not what would the, oh killed it anyway. Oh my god. Oh my god this is beautiful. Wow the synergy. And Majungosaurus doesn't get to go. Raptor doesn't get to go. And now the T-Rex unfortunately does get to do a hit. Does also get a crit. And kills the Turramorlock and we've lost. Just like that we've lost. Just like that we lost. We needed a higher Turramorlock.  I should have distracted. I should have distracted. I should have distracted. If I distracted the T-Rex it might have survived but I can't remember what Turramorlock's attack was. I mean I'll heal. I don't know what the point is but I'll heal. We've lost the Turramorlock so we've lost. Level 21 Turramorlock. We needed something better. We needed something better. Oh and he's going to go for the... That's a lot of health. That's a lot of health. Right now we've we haven't won this one. We haven't won this one. Because as soon as that resorts and those things come back we needed a Turramorlock that could survive. We need like something with a lot of health. The Turramorlock was good and it just shows that one Turramorlock can make any team work because everything's faster than the Raptor. Yeah. There's no point. It's a good team but there really isn't any point. We're basically dead. We're basically dead here. We're not surviving. With a Turramorlock... Okay. I should have went for the destruction on the T-Rex but even then I don't know if if we would have survived. I don't know if the Turramorlock would have survived because there definitely would have been a crit but it could have been. It could have been close but I only have 10% of battery left and I don't have time to test this out this strategy.  Oh my god 5% 5% are you kidding me? Jesse help I've just plugged it in. Just plugged it and that'll do. We got a Tannado we got a Deelo and we got two liquor sources let's go alright here we go let's do it let's do it. So yeah goes for a slash and then I think I go just for the big hit don't I cause how much damage does that Eurlick do oh yeah he kills him so I'll go for the big bad Morton so first Eurlickosaurus kills the Raptor then I nullify the crit chance on the Morton and then distract it the next Eurladominus kills the Majungosaurus and then Tannadosaurus nullifies and distracts just like I did the Morton so everybody's being hit with a 0% crit chance and damage wise he's probably outputting about half damage on everybody oh the crit which we did not need and then all the Eurlickosaurus will probably go for cloak and then they'll just go for a big rampage I think that's probably the best way to do it look at that so I don't know we probably did more damage the last way we did it but there's so many different ways to do it you do need healers that's a given you cannot do this without a Tannato Rex a Turramolok Odila Cheris oh he's healing as well he's not cleansing himself I'll distract yeah no problem no problem I got this we're going to reduce him to 0% and then out my destruction only lasts one turn though but there's I think lasts two the same with the Tannato so I'm just making sure that whatever he bites he's not going to get a crit chance on but I'm pretty sure he should be on 0% oh he's on minus one he's going to give us all health oh god oh god oh god no I got another that we went above 5% and then we dropped down below 5% because we got that message again oh no oh no I'm disconnected no I'm alive again I'm alive do we need a heal he's going to cleanse right he's going to cleanse so um I might as well just heal somebody right I think does it make much of a difference he's just going to hit everybody with like a normal one and then I can I think everybody survived hold on what's his normal attack maybe I should have healed maybe I should have healed should I have healed I don't know because he's going to cleanse himself oh it's another okay there's a chance one of the eulacosaurus might die here a tiny chance I hope it doesn't oh wow I did a lot of damage there but he's cloaked I think a regular hit will kill him because he's only got 2000 an odd health and how much damage is he doing 3000 he's doing 3000 and he's oh he's hit me yay okay I'll heal I'll heal distract him I'll heal I don't think you can heal I'll heal um I'm going to heal I'm going to heal ooh ooh it's going to hit everybody it could be a crit I think Tannotto should have his heal next turn I just want to was everyone healed was it just me who got hit damn I could have went for my priority heal but I think Tannotto will have it next turn I think I think he'll have it I was going to say please don't let this capture be 5% 5% is going up and down with the charge okay yeah there's the crit hitting everybody ahh okay okay so yes I'll distract I'll distract he can't cleanse himself and I think he's going to go for somebody yeah he's just going to go for somebody so we'll all distract I think Tannotto Tannotto can yeah Tannotto will heal oh good there we go he's going to do zero damage we're healed then next turn it's the big rampages to kill the teams and I think he cleanses I think he might cleanse and attack somebody so there you go immune to HP changes now we're through so I mean I'm just going to make sure that he doesn't get a crit on anybody ahh because both my attacks are the same except for one target slowest health and the other one targets the max attack and one does more damage that's it they both nullify crits they both do a certain amount of ahh distraction so here we go he's doing it on the Tannotto no crit chance and zero damage yes okay come on Barry come on Barry you can do this I believe hehehehe alright so like the sources have all got their speed up anyway oh yeah they're all quick they're all super quick okay so what's he going to do he's going to cleanse himself and hit everybody for 3000 damage ahh I kind of want to priority heal somebody I want to priority heal because it doesn't matter what I do he's going to hit everybody so yeah I'm going to have to heal somebody ahh because 3000 damage is coming through and if it's a crit we're going to lose some of those earlicks yeah I mean I had to I shouldn't have went for my lesser heal just to make sure that everybody survives it's completely in the hands of fate on what he does Tannotto has definitely survived I've survived but one of the earlicks might be dead which isn't too bad because all we need is one earlick we needed the two earlicks to kill the the little minions little smelly minions oh look at him go he's doing big hits alright come on right yeah oh maybe I'm dead as well because it's 3000 it's not a crit we're all survived thank god whoo just that was lucky we would have lost more an earlick yeah now it's time to heal I got it I'll do it I'll heal I'll heal yeah we need destruction I guess I should have I think Tannotto has it Tannotto has it so maybe we'd be better for Tannotto to have healed because at least then I would have taken his critical chance off which would have been a lot of damage um oh wait what's he doing does he not have cloak you fool it depends if he goes for him though because this is random whoo whoever he targets here may be dead because it might be a crit there's like a 40% chance or a 60% chance to crit oh it's the oh no oh no no oh this isn't good this isn't good okay okay okay okay uh destruct destruct yes okay we can distract him um now oh god oh right yes do they get oh it's their cloaks they get better cloaks don't they but we needed to distract him um it depends can he hit everybody without the cleanse I don't think he can he's probably gonna cleanse next time this is gonna be a close one this is gonna be a close one I do if things go really bad I do have my iPhone uh some yeah my iPhone there oh there's me an air band right that's no damage that's cool that's cool okay what's his next attack what's his next one it's a hit everybody for a cleanse ah um yeah you should have went for your cloak but I don't think he had it yeah it's time to heal but I don't have less to heal um I think I think what I've got to do is I've I've just got to heal somebody if he doesn't get a crit I've survived um okay there's a cloak so he's he's possibly survived anyway um now I'm healing the lowest HP one so even if he so there's a chance a very low chance that two of us could be dead here two of us could be dead if he gets a crit and he goes through the cloak if he goes through the cloak don't get a crit don't get a crit oh there's a crit oh I think they've done it I think they've done it I think they've just done it they've just done it they've just done it I think oh wait hold on hold on hold on how much damage is he doing how much damage oh it's not enough oh wait no hold on he's only going for the lowest oh okay never mind they just did it oh the closest raid ever oh my god there's only one left there's only one just go for your rap page dude finish the job oh my god hahaha that was so good yeah first time first time that was close dead bodies everywhere wow okay so before this camera dies oh sorry this sorry this dies let's open it to get so there's a chance that somebody out there has got 50 every time and they've got 200 Mortem Rex DNA okay ready 50 50 50 50 50 50 oh another 50 we're doing good so the highest you could have had so far is 200 so in two more Mortem Rex somebody could have unlocked it oh that was the closest and the best one because you got 50 oh boy well guys I'm gonna wrap it up there because really there's not much else to see that's the team hasn't changed really I mean there's a tournament and there's some little incubators and oh and it died and it died so there you have it guys if you enjoyed this video that was so close it just died if you enjoyed this video leave a like until next time I'll see you later bye bye


Then welcome back for our final keynote speaker. Oh, it's gonna be Fabiola Eichholzer. And I'm pleased to introduce her. She is a pioneer in lean and agile operations, as well as she is the CEO of Just Leading Solution LLC, which is a leading company consultancy based in New York for HR business agility. Her background is actually from finance. And during the break, when we were chatting a little bit, she mentioned that she just got an assignment in HR temporary for six months. And voila, 18 years later, she is still here. So business is sick, her expertise in enterprise agility, human resources, resources, compensations, and performance management, operations, processes, as well as strategy. In her daily work, she supports the enterprises in building stronger, more responsive, and innovative business, and helps them accelerate their transformation journey by focusing on their key asset, the people. As a person, this maybe will be unexpected for me. She is a big fan of ice hockey. And her favorite team is New York Rangers. Due to her work, she travels a lot, and unfortunately, that causes that she misses the seasonal games, some of them. And what relates, I think, her to Sweden, is that she is a big fan of Henry Klingquist. So I'm pleased to welcome you and help me to welcome her warmly to the stage. Thank you. Thank you so much. Thank you so much for the kind introduction. Good afternoon, Stockholm. How are you doing? Great. Did you focus on interactions today? Okay, excellent, excellent. I get to, we talk a lot about interesting times and worker times, and there is this old Chinese curse that says, may you live in interesting times. And like it or not, we do live in interesting times, but at the same time, it's also open for more innovation and more creativity than ever before. So we, as human resources, can reinvent ourselves and create a different way of the way we interact with people, the way we set our organizations. And that's a huge challenge, a huge responsibility, but it's all the fun being in this space today. But let's look at the history for a moment. And we talk a lot about the different industrial revolutions and how they changed the way we interact and the way we set our organizations. And I'm not gonna go through all the different stages here, but I have a couple of things that I would like to point out. So one is, when we look at the second industrial revolution here, sort of 1870, it was all when we started to actually segment work, serialize work, mass production, and that's the birthplace of human resources. So the term HR was first used in 1893 by JR Commons. And like it or not, a lot of our thinking is still rooted in that time. Control and command, carrot and stick approach, extrinsic motivation, that all comes from that time. And it's so deeply rooted in our thinking that we find it really, really hard to liberate ourselves and get out of that thinking and change the pattern of behavior. And of course, we talk a lot around complexity and speed. We've heard it this morning throughout all the different talks. Yes, this is a huge challenge for us. But the interesting thing is we all know how much the internet changed the way we do business, the way we view people. But the digital revolution is actually considered to have 10 times that impact, 10 times. So every single thing about our life's personal lives and professional lives is changing and it's changing at an accelerated speed.  It's the car gonna hit the school bus or the elderly couple. So that changes the social fabric of our organization. Of course, we take that into our workspace. We have a different perception on work and we wanna be part of shaping that narrative. We wanna decide how we work, where we work, how we connect with. It's changing that fabric and we bring that into our workplace. And of course, throughout the first and second revolution, it was all about scaling things. So we have our business model, we break it down into manageable chunk sizes and we rationalize and operate it through and make sure that we're very efficient in every single part of that. So it's making sure we do the right things. But with the internet revolution, it's all about how do we make sure we work on the right things, not just that we do the things right, but how do we make sure we work on the stuff that our customers are actually needing, what they want us to have. And the interesting part here is that in the first three revolutions, HR was there to empower corporations. Whatever we did was around corporations. But now in the digitalized world, it's about empowering people. It's no longer about the corporations, about tapping into that passion, tapping into that intrinsic motivation of people and liberating that. So we have to become the advocates of people. Today we're considered the snitch and the spy and monitoring what you're doing and the happiness and process police. We have to get away from that. We have to connect with people on a personal level and change the way we do it. And of course that coincides with all the other stuff that is happening in the space. So when we look at this new world of work, it's about network and core creation and about empowering people, diversity of thought. So everything about work is changing. It's no longer the hierarchies. It's no longer the bureaucracy. It's about speed and empowering people. And of course it also changes the talent contract. People have a different perception on work and what they expect from their employers. How are we shaping that narrative? How are we tapping into what people actually want and not forcing our thinking on them? And then of course we have all these new approaches emerge and yes, most of them are not new. If we think about design thinking, it has been around since the 1920s. Lean aspects are not new, agile is not new. But most of these concepts are new for HR. We've not lived them, we've not implemented them. And this is not just about taking scrum or come on or other practices and say, okay, we have to follow that to the T and then we're gonna be a better organization. No, it's understanding the principles behind it. Why are we doing that? How are those values actually helping us in shaping a better employee experience, in shaping better companies? And if you think about design things, so it's not just about agile, but if you think about design thinking, what's the key part of design thinking? What does design thinking start with? Does anyone know? With the why and with the customer, with empathizing with the customer understanding their problem. We in HR, who's our customer? It's our people, it's our employees. So we have to start empathizing with people and understand what do they need? Do they really need an employee appraisal process? Or do they thrive on continuous feedback and having growth opportunities? So really understanding the problem. And we have to take those different principles and say, okay, how can we embed that into what we're doing? How can we improve on what we're doing and bring in a different kind of thinking? And of course, it all starts by saying we have to get into the human business. We call ourselves human resources, human capital, people and talent or talent and culture, everything to do with people. But are we really the people's people? Are we really the advocates of people? Do we know what our people need? So do the HR folks in the room, when is the last time you actually spoke to your people? Do you know what motivates them, where they wanna be, what their concerns are, what their aspirations are? Or are we just pushing our processes into the system and hoping that something is gonna come out of it? And here is the thing, we're not doing stuff out of bad intentions. All those great tools like performance management and force ranking and all that stuff started with a good intention. We wanted to do something good for people. But then we immediately were into our process, we put on our process thinking hats and we created new tools and new processes and new systems and we forgot about the intention and the value we wanted to create for people. And that's why it's so telling. If you wanna remember one thing about the actual manifesto, it's people and interactions, individuals and interactions over processes and tools and we have become so much about the process, we maneuvered ourselves into that process corner and we have to get ourselves out of that because we have to think about the people, connect with people and that's something that we forget. And part why we find so and it's important for us and here's the thing, executives know that it's important to create experiences for people because people crave an experience. 80% say we know that but only 20% say we're actually doing a good job. And I would even challenge the 20% when you. So why is it so hard for us to actually connect with people and do something great for people? And it has to do with this guy. And Doug, I apologize. So who's Douglas? And I know the irony is not lost on me that Doug was actually promoting, getting rid of Douglas's and doing something different but who's Douglas? Who knows who Douglas is? I would bet that you all know Douglas. So Douglas is the worst employee that you can imagine. It's someone who embodies all those bad traits that we sometimes see in people. So it's your drama queen, it's your, this is not my job, it's your incompetent ladder climber it's your drama queen, your conspiracy nut and literally a thief and crook. And if we're being honest in HR, we mostly get to deal with Douglas, don't we? It's actually sad. We don't have to wonder why we don't trust people anymore because we get to deal with Douglas. We never get to deal with our best people, do we? And every time we start thinking about changing things, we always think about, no, that's not gonna work because we have Douglas in mind. Oh no, Douglas is gonna cheat us. No, Douglas is gonna rob us blind. We have to stop doing that. I want you to think for a minute about the best people you've ever worked with. Your current boss, former mentor, work colleagues or people that you know, people that you met today with whom you would love to work with. Now imagine what your HR tools and processes would look like for that group of people. Would you need to tell them if they can take a five-minute coffee break in the morning? Would you need to tell them if they can take some time off to care for a sick parent or a child? No, you wouldn't. And we create everything around Douglas and we have to stop doing that. Keep remembering your best people and liberating that. And yes, before you say, but you were always gonna have Douglas, yes, we are. But how are we dealing with Douglas? And here's the question, are we actually creating Douglas's by having these systems in place, by having control and command systems, systems that do not trust people? Who here has, in their visions or value statement that they trust people? Trust is one of your core values in the company. Okay, I'm not gonna ask you to keep your hand up or lower them, but just think for yourself, are you actually seeing that in your day-to-day interaction with your managers, with your people that you really trust people? So we have to stay true to that and make sure that we create an environment that actually taps into our best people. Because if we're not doing that, it's a ticking time bomb for our organizations because the limiting factors in a successful organization today, it's not resources, it's people. How can we liberate people? How can we tap into the passion of people and make great things happen? And if we can do that, then we can win. So let's have a look at an engagement model. And yes, I know everyone in HR here is gonna say, but an engagement is 30 years old. We've been talking about this for a long time, but now with Hatchel and design thinking in Lean, we have a completely new way of approaching it and we can actually make things happen because it's empowerment, it's embracing it in a different way and we can use that. So let's look at a couple of different things. So we have seven steps along this engagement model here. The first thing is purpose. What's the meaning of your company? Why were you created? Is it just profit or is there a greater meaning behind it? And how does that relate to your personal purpose? Why do you get, I think Doug was asking that, why are you getting up in the morning? What drives you, what motivates you and how does that relate with the aspiration of your company? How do we tell that story or do we tell everyone that collaboration is the biggest thing but then we value individual heroism? How does that align? How do we have that stringent story and how do we tap into it? And make no mistake, people care about this. So 87% of millennials are gonna look at your purpose and they are gonna decide whether or not they're gonna submit a resume to that company. And 69% of millennials actually say they will not apply to a company where they cannot relate to the bigger purpose of the company. So how do we tell that story and live by it? And then, of course, the second part is the work itself. How is the work designed? What's the physical workspace but then what are we working on? Do you understand why we're doing stuff? What value we are creating? We don't care about the what, the team is gonna figure out the what. You hire smart people, they'll know what. But how are you telling that story? How do you inspire people to create great value and tap into that work? And people need to be able to relate to that work. So if you just say it's a BTA, well, what's my personal contribution to that? You have to make it meaningful for people to be able to unleash that. And of course, work can be challenging. Why do people learn an instrument or play video games where they wanna reach that next level because they thrive on a challenge? Because learning can only happen when we have to push ourselves. We don't wanna overwhelm people but it's okay to push ourselves and create challenging places of work. And then of course, we have the social system. We're all social animals. Most of us don't wanna live on an island alone. We may be very selective on who we invite onto that island but we wanna be with other people. We wanna connect with our team. We wanna pull together to make something great happen and how do we make that happen? Through individual MBOs or through another way where we actually allow ourselves to include and have the communication within the team. And here's one thing that we have to realize. There is not just one star in the team. With our existing performance management systems, we always try to find the one big star, the top goal scorer. But no single person can be successful without the team. So who here is familiar with Margaret Havern and Super Chicken? Okay, so quickly, watch it on YouTube. It's great, it's a great tech talk. They created the Super Chicken but what happened in the end, the Super Chickens killed each other because they just thrived on being the best by suppressing the performance of others. And if you look at the sports team, it takes different people. It's not just the top goal scorer. It takes everyone in the team. As you mentioned before, I'm a big hockey fan. So in hockey there is... Do we have any other hockey fans in the room?  In hockey you have this unofficial role that is called the enforcer. So it's someone who stands up for the team. If the other team is playing dirty, the enforcer actually goes in and helps the team out. And you know, come to think of it. Growing up, we had an enforcer as well. So with me and my siblings, no one would give us any grief on the playground because we had an enforcer. And my enforcer is sitting here today. It's my baby sister here. Please stand up real quick. She was our enforcer. So that's what you need in a team. Different roles, people with different skills, different personalities that come together and fight together for the same thing and make those connections. And then, of course, it's also about personal growth. How do I grow? And this is not about climbing this fast-disappearing hierarchical ladder. This is about what is meaningful for me and how is my organization? How is my people's person? How is my HR team helping me realize that potential? And we're gonna dig into that a little bit further later on. And then, of course, it's also about recognition. I wanna be recognized for doing things great. But this is not about financial incentives. Of course, everyone is gonna take the financial incentive, but we need to create more meaningful ways of recognizing each other and saying, hey, I know what you did. It was great. Here's a club on the shoulder or let's go out for a beer, but make it meaningful. A personal note may be more meaningful than just throwing money at people at the end of the year because that's not gonna engage people. So how do we change that narrative to make it meaningful? And also, how do we empower the team to recognize others? Because the team is gonna see what is happening, who pulled their weight. And sometimes, it's just the person who's the glue of the team, who may not be the top scorer, but it's the person who keeps everyone motivated and helps the team actually be successful. So how do we tap into that? And then, of course, it's also about telling that story. So who here messes the NPS score? They're employees. So we have a couple of people who say, and it's a very simple question. Would you recommend working here to your friends? And that's the ultimate expression of engagement. If you say, yes, I would definitely recommend that to my dearest friends. It's a different story than saying, oh no, I certainly would not want them to go through the same experience on a daily basis. So this is very telling. So how can we shape those stories? How can we make sure that we allow people to actually go out and share their great experiences and make it fun? And then, of course, we have to care about the well-being and health of people. And in a minute, we're gonna have to slide without the blackout so you can see it better if you wanna take a picture. In the old days, it used to be considered a soft skill of HR. Oh, you're just there to care about people and you're just a health and happiness police. But no, this is hardcore business facts. We know that people who are physically and mentally healthy have a higher customer rating than others, so we have to care about that. And if we take on the lean thinking, we talk about technical debt and things like that. So what's people that? It's stressing people out and not taking care of their health and well-being. And of course, why should we care about that? We need to care about it because if we have flourishing people, we have flourishing companies. It's as simple as that. If people can't liberate themselves, if people can't show their passion, we're not gonna have greater companies, we're not gonna have passionate companies who actually change the world. And that's more inspiring for people. So let's dig in a little bit into the personal growth piece. So of course it starts by redefining the term talent. So who here works for a company with a high potential talent pool? Okay, a couple. And I would even bet that most of you don't even know that your company has a secret high potential pool. So we have to start by rethinking the term talent because everyone is a talent. And we need to make sure that we create those right places for people to showcase their talent. You know the saying right person, right place? Maybe we just have to create more right places for people to actually thrive. And if we have a Douglas in the team, it doesn't mean that Douglas is a bad person. He or she may just be in a bad team or not the right team. So we have to change that and try to figure out where can we use those skills and experiences and characteristics that people have, where can we utilize them best and create those places? But in order to do that, we need to invest in a dialogue, in an interaction. This is not something that can be taken care of by a process or at all. No, we have to connect with people. We have to know what drives them, what motivates them. What is their secret talent, their secret passion and how can we utilize that within our teams? We need to change that. And then of course the other part is, but back in the days, we just hired for experience. Really early on when we had to build bridges and dig tunnels and trenches, we had to hire people with physical strength. So the tallest, the strongest guy would actually get the job. Then we moved into more experience, ride schools, ride processions within companies, ride CV, but now we have to hire for potential. Because in our businesses, we don't know what the world is gonna look like tomorrow. What challenge is the teams are gonna work on tomorrow? So we need to have people with the right mindset and the right muscle to actually flex and change, pivot and be able to be successful. Because if you no longer use their skills, then you need people who are adaptable. And we have to change the way we interview people. How are we trying to figure out not just what's written in the CV, but how flexible are they? How are they staying on top? How agile are they in their thinking? What's their motivation? Can they pivot? And then of course we have to rethink the way we do learning and teaching. So I came up on one of the slides this morning. Work is play, yes, and work is learning and learning is working. It's no longer, okay, we'll just go on a course and that's been taken care of for the learning experience the whole year. No, we have to change that. And how can we actually create ways for people to learn, to explore, and to do something that is meaningful? How are we empowering the team to make sure they understand what skills are missing or pieces of learning they need to do and how can we embed all those new ways of learning that are emerging from blending learning to social learning and embed that into what we're doing and learning has to be embedded into the workflow. So HR is very focused on creating leadership programs and courses and training material. We need to connect with people first and see okay, what's the best way of sharing that knowledge? And it's not just about sharing knowledge about teaching as well. So we heard this morning that Scrum emerged out of XP and XP actually thrives on teaching and learning that collaboration. How can we embed that into the things that we're doing and how can we remove all those barriers? And then of course we wanna have talent mobility. And I know I'm not gonna be very popular with the actual folks in the room saying that because of course in HR it's very important to have stable teams. But at a certain point we need some mobility as well because how do you wanna scale culture if you don't move people around? How do you wanna give people opportunities to learn, to explore, to flex their muscles if you don't let them move outside their team? So I'm not advocating changing the teams all the time but after a certain amount of time it's good for people to actually get out there and be able to move into different teams. And of course we have to be more exploratory in our development assignments. So if someone wants to, is in IT and they wanna move into HR, why not allow them to have a developmental assignment where they work with an HR team for two weeks for an iteration on something? Let them explore. Let them see what the job is actually like and you wanna have that kind of information because today people are not open with HR about what their aspirations are or if they wanna move into different space, if they wanna be the top tech guy or if they wanna become a manager. So how can we engage with people to make sure that we understand where do we wanna move them? What do they wanna do? And of course we have to think about all the processes and tools that we have in place that actually stop us from having talent mobility. And if you think about it and so on on the slide the biggest blocker to talent mobility is your compensation model. Because people know if they move from team A to team B they may lose out or they may win but usually it's losing out or if they move into scrum master role what's gonna happen to their career? Is that sort of the final stage or is that the beginning of something new? So if they make sure that we understand that the processing tools that we put out there what effect they are gonna have and we cannot forget about the intention. And of course Dave was mentioning that this morning as well we have to be careful about what practices do we copy from other people. And I definitely agree with Dave about we want to embrace a Spotify model. It's sort of like okay yeah sure you did not get why the Spotify model works for Spotify and what you learn from it. Of course you go out there you get inspired I'm sure you learn tons of different techniques or practices today just by talking with the people in the room here. Get inspired but also try to think why is it working there and what would it need to do for it to work here as well. So understand why you wanna change certain things what you're expecting from it and why it may or may not work for you. Because best practices are probably best somewhere else. So really understand why you're implying something not just copying it. And of course this best practice is also a hindrance to actually have innovation in HR. Did anyone ever hear that someone got fired for doing performance management? No. So if you're just doing what everyone else is doing in the industry you're on the safe side. Of course it takes courage and guts to actually say no we challenge that. Our gut feeling is telling us that's not the best way to do it. We can get feedback and engagement and growth in a different way. So how are we tapping into that? And we need to make sure that we understand what we're doing there. So here are a couple of things that can help you along that journey. One is you have to think holistically. And I know Dave was mentioning systems thinking. So it's about how are we making sure that what we stand for, what our values are and how we embed that. And we in HR have to understand that just by optimizing every single piece of the puzzle we're not going to get a better system. We're just going to get a system that is more complex and we're losing sight on what are we actually challenging or what are we changing. So if we change our performance management system what effect is that going to have? If we say we want to thrive on collaboration but we have individual incentives how is that going to change? So we need to start understanding what the stuff is doing that we put out. And I know we're doing that with the best intentions but sometimes even our best intentions need a redo too. So we have to make sure that we understand the whole system and the complexity. And of course we have to apply design thinking methods. So we say, okay, who are our customers and do we actually empathize with them and do we understand what they really want? Is the title structure a problem or is everything that we associate with titles that is really the problem? All the recognition people get or the compensation all that stuff that is tied to the title. So we have to make sure that we understand why people are challenging certain thinking. And here's the thing we often say why are people so resistant to things? And here's the thing resistance is the purest form of feedback. If no one wants to do it maybe we have to redo it and we have to rethink. So if no one is happy with employee appraisals maybe we have to rethink it because obviously the way we intended it it's not gonna grab, so it's not working. So we have to start challenging that. And of course we need to understand what do we stand for? What are our cultural values? What do we wanna uphold? And how do we make sure that that's embedded in every interaction that we have? How do we walk the talk? It's not just about values on a nice shiny plug in the entrance why but how do we actually live up to that? If you say we trust people do we still have expense policies that script what they can do or do we say no we trust people to act in the best interest of company and open the system up? So do we actually follow through or are we saying one thing and actually doing a thousand other things that are not within line with our values? And then of course we have to approach it in a natural way we have to iterate and co-create we have to include our customers we have to include our people. HR change management is extremely hierarchical. We hear a problem we immediately go to the solution we know what our people want and we think about the processes and the instruments that we need to embed for that to make it happen. But how do we actually experiment? Experiment on different fronts to actually learn can we put in a better way of gaining feedback creating that feedback culture? How can we create a culture of innovation? It's not by just creating one space where we're supposed to have the one big innovation no it's creating a culture of creativity a culture of learning a culture of failure that helps us as a stepping stone. So how are we embedding that? And of course we have to make it fun because today most of our HR processes are not really fun are they? So how are we changing that? How are we bringing gamification? And yes there is an element of not letting go of stuff an element that we need to tab into and say yes how can we make that happen? How can we make it fun for people? Where virtual reality, augmented reality is taking place in recruiting and other things are emerging how can we make it fun for people and empower it? And it's going back to the question that was asked earlier on in the panel do we still need HR? We don't need HR in the way it was but we certainly need someone to set that frame engage with people and help us liberate the passion of people and take care of that stuff of course that means that we're empowering people and of course empowerment is not just about empowering people when it comes to their own work it's also about empowering people when it comes to their own career their own learning and development how do we make that happen? How do we allow people to have a framework but then say okay that's what I want to do help me improve help me tap into my passion and get bigger and get better and of course this is not an easy journey and a lot of companies out there are looking at this and say how are we changing it? But a lot of them do not have the courage to actually say let's do it let's swim upstream let's change it going back to what I was saying earlier we need to tap into our gut feeling but then be gutsy to say let's do this let's have the courage to do it we know it's not right what we're doing we know a high performing team is not created by performance management but many other things how can we create into that how can we tap into that and be courageous enough to actually move it and you can ask anyone who has been on that journey for some time it's a verified journey it's not always an easy journey and actually certainly not a silver border but it's a very rewarding journey if you can see how the dynamic in the teams change and how we could be a great part of that we're going to be the hidden champion but we can be a champion for people if we get this right because our number one customer is our people our employees and we have to start with them first that's what we have to take care of because if we take care of our people they're going to take care of our company and today in most organizations we're not doing that but everyone here in the room can change that so think to yourself what are you going to take from this day from all the interactions that you had what are you going to change what are you going to change in the interaction of people how are you going to change the setting thank you so much and let's go Rangers thank you thank you


Helo, tyngwyr. Rwy'n gwybod am cafin yn cyfafol. Rwy'n gweithio awr ac rwy'n gweithio newydd. Rwy'n gweithio ddim yn gweithio. Rwy'n gweithio cafin. Rwy'n gweithio i'r cafin. Rwy'n charu ffordd ddechrau, ac mae'n byw ddim yn ymddirio i fynd i angen iddyn nhw. Rwy'n cyfafol i'r cafin. Rwy'n gweithio i fynd i'r ddwy. If you have up to about 400mg per day, you can even have a bit more than that, you're not going to have any adverse effects, and I think just to point out initially that that's kind of a fairly typical dose that we would give somebody in a study if we were looking to get an ergogenic response, so somewhere between 300 and 400mg we would give to an athlete when we were testing them. It's a member of a group of compounds called the methylxanthines, and caffeine is a tri-methylxanthine. It's metabolised by the liver, so if you've had some coffee or some tea, your liver is processing that as we speak, and it's broken down to its primary metabolites, which are dimethylxanthines, the main one being parazanthine. It's water and lipid soluble, lipids meaning fats, so that means it can rapidly enter all the cells of our body. We get a peak plasma concentration, so a peak concentration in the blood, about half an hour to an hour after we've ingested some caffeine. That's why when you look at any studies that have been done on caffeine, looking at effects on performance, they will all say that they administered the caffeine round about an hour before they actually test the athlete. So when we're looking to try and improve performance, if athletes are trying to improve performance, that's what they need to do, not take it immediately before exercise, take it about an hour before. It's got a half-life of about four hours, which means that, because of the time it takes the liver to process it, it means that if you have some caffeine, it's going to take four hours for what's in your system for half of that to disappear. So after eight hours, you're still going to have a quarter of the caffeine that you had initially left in your system. My final point there, so if you have more in that time, it's going to add up. So if you're like me and you have a cup of tea first thing in the morning, and then you're travelling to work and you have a cup of coffee, and then maybe a couple of hours later you might have another cup of tea, you can see you keep adding to your caffeine content during the day. Where do we get it from? Lots of places, really. Mostly coffee and tea. Coffee, more in filter coffee than there is in instant coffee. There's a little bit in decaf. They don't remove all of it. It's just not worth the cost of actually getting rid of all of it. So there is a tiny amount, but it's very, very tiny. In tea, it depends how long you have it brewed. If you're like me and weak and milky, you're not going to get too much caffeine.  Pepsi-Cola, Coca-Cola, and then these so-called energy drinks of course these days that have quite a high content. But even in something like Red Bull, you really need about three cans of Red Bull to get a normal ergogenic effect which I'll come on to in a minute. It's also added to lots of products these days as well. So sometimes you can be ingesting caffeine and not even be aware of it. So the first ergogenic thing I want to look at here is, is there a dose response? So this was a study from a few years ago where they were looking at time to exhaustion. Efectively, they had people running on a treadmill at a speed that would exhaust them in about 50 minutes. In other words, they're running and running until they just can't go anymore. And they found that when they had no caffeine, they lasted about 50 minutes. When they had a 3 milligram or a 6 milligram per kilogram dose, they lasted over an hour. Big change from zero caffeine. When they gave them 9 milligrams per kilogram, it actually dropped off a little bit. They were having nothing, but it seems that it follows this inverted u response. So if you have somewhere between 3 and 6 milligrams per kilogram, you get an optimal effect. So if you're an athlete, this is the dose you really want to be taking. Now these slides, I'm aware, I always say when I'm watching presentations, if I can't read the slides, I say, why have you put this up there? But I don't want you to pay any attention to this apart from realising that there are lots of studies. This is a study that I'm actually writing up at the moment. And this is looking at the effects of caffeine on real performance. So if you're Malfara running a 10K, or if you're Chris Froome in the Tour de France doing a time trial, the only thing I want you to look at is, where has this gone? I've done that same thing. The little pink diamond at the bottom. So this line here is the line of no effect. If that diamond sits that side of the line, it means caffeine is having a positive effect. And if it sits on this side, a negative effect. These are time trial studies. It works. It's a legal supplement and it works. And we get a typical improvement of about 3% on average in performance. So I'm just going to touch on some physiological responses as well. So heart rate. I had this sort of preconception when I started getting into this area that caffeine increased heart rate. And I think most people kind of think the same. If we look at the time trial response, so just when people have done an actual performance, heart rate goes up by about 3 beats per minute. But think back to that previous slide, the working harder, the running faster with caffeine or cycling faster. So the question I had was how much of this is due to the fact that the working harder because of caffeine and how much of it is just a direct stimulatory effect of caffeine on our physiology. So this is a study I did where we got people to exercise. So this is heart rate here and this is incremental exercise to keep it simple. This is somebody exercising at a really low intensity and then a little bit harder, a bit harder, a bit harder and so on. And you can see at every intensity, heart rate goes up. We look what happens with caffeine, it's lower at the lower intensities. And in fact at rest we found that caffeine reduces resting heart rate. And that's there in the literature. There aren't too many studies that have looked at it by about three to four beats per minute. So not a huge difference, but it certainly doesn't increase heart rate, it actually reduces it a bit. When Malfara is doing his time trial, he's working at this end. At this end we don't get any significant change in heart rate as a result of caffeine. If we fix the intensity, so these are studies where in the caffeine condition and the placebo condition they're working at exactly the same intensity. So it's not a performance test, you're running on a treadmill with caffeine or placebo, the intensity is the same. No effect on caffeine. So just like we showed in the upper end of that previous slide, there's no effect of caffeine on heart rate. So what we can say is, if you're doing a time trial you're going to be faster and your heart rate is going to go up. But your heart rate is only going up because you're working harder, not because caffeine is doing anything to your physiology. Now often when we do physiological tests we have a scale that we show people where we say, how hard are you working? And it goes from six to twenty and you say, this is where I am on the scale. If we look at the time trial response, that's pretty much in the middle. There's no effect of caffeine on how hard you think you're working, but remember you're working harder. So you're performing better in the time trial, but you don't think you're working any harder. And if we look at fixed intensity work, so when you're working at the same intensity, you feel it's easier. So caffeine is having this profound effect on how hard you are finding exercise. And that's been shown lots of times and certainly summarised in these meta-analyses. So, yeah. And it's also associated as a mild pain relieving effect of caffeine. And we think that that might be the reason for that response and might also be the reason why we perform better as well. So the last one of the physiological responses I wanted to show you was this one on blood lactate. So if you're not familiar with blood lactate, you may very well have heard TV commentators and athletes talk about lactic acid. And it's generally in tough races and they'll say, oh, his legs are filling up with lactic acid. So this is, we're measuring here blood lactate, which is essentially an indicator of lactic acid concentration. Again, starting off easy, getting harder, harder, harder. That's our placebo response. That's our caffeine response. Same intense to this. These are same intensities. Just getting harder and harder. So caffeine is increasing blood lactic concentration or lactic acid concentration. And that was all the way through the profile. If we look at this range again, so where Mofara's running, if we fix the intensity, then we confirm that previous slide. So at the high end of that previous slide, we see we've got a clear effect of caffeine on lactic acid concentration. So we get an increase of about 0.7 of a millimole per litre. Doesn't matter too much, but it will make more sense when I show you the next slide. When people do a time trial, that value is over double what it was on the previous slide. And again, this is the one I'm working on at the moment. This is the one I'm writing up at the moment. So what we can say here is, unlike heart rates, when you're doing a time trial, you're getting an increase in lactate. Part of it is coming from the increase in intensity, but this time we can say that part of it is also coming from the fact that caffeine is having a physiological effect on us that's causing that lactic acid concentration to increase. And I think the other thing to point out here is performance is going up, lactic acid concentration is going up. You will hear every single TV commentator say people are getting slower because they're cumulating lactic acid. We've known that isn't the case for a long time, we just need to educate our TV commentators and athletes that that's the case. OK, so that was all I wanted to do on endurance exercise and physiological responses. The last few slides I want to talk a bit about sprinting, caffeine and sprinting, because there hasn't been a huge amount of work done on this. So every time I do a study, I search the area and I usually put one of these tables together so I can understand and get a feel for what's going on. So I've got all these studies that had looked at caffeine and some kind of sprinting performance. And I kept reading in review articles people would say the effects of caffeine and sprinting is unclear. And I thought OK, so I put this table together, now how I did them in blue, the responses, all the ones where they showed no effect. So I got all these studies and I was going no effect, no effect. I was like why are people saying that this is unclear? Because to me it seems pretty clear. Now we had one discrepancy here where they showed an increase in peak power, but you can see these same authors did a subsequent study and found no effect. And the reason these review articles were saying it's unclear was this one study by Anselm where they found an increase in peak power, maximum peak power. So I read through this study again and I looked at the sample and I thought well there's 14 participants, that's pretty reasonable in a physiology study. But they had males and females and there can be some issues when you use both from a statistical standpoint. But maybe an issue there, I looked at the dose, they gave a fixed dose rather than a body mass relative dose. So particularly when they got males and females I thought well the females are going to be lighter so it's going to mean they're going to get a heavier dose than the males. I thought OK, an issue there. And then I also looked have they measured blood caffeine concentration. In other words, when the people turned up and they were having the placebo were they really free from caffeine or had they inadvertently had a cup of coffee in the morning or whatever. So I thought there's issues here so we can fix these issues, we'll do this study again, we'll repeat it. And to be honest I thought we will find no effect and we can put the whole idea to bed. So I'll show you what we found. So what we've got here is gradually increasing resistances is the best way to describe it. In other words people are sprinting on a cycle of a gometre for six seconds. There's lots of recovery between each bow but essentially at 0.4 your legs are spinning like mad because there's no resistance. And up at this end you're struggling to turn the pedals around. So what we see is that your peak power output goes up with increasing resistances to this point where it starts to level off and then it would then start to dive away. If we look at the caffeine, well it doesn't have as much happening until we get to this end and it looks like there's a bit of a divergence going on. So if I take those two lines off and we just focus on the peak power output, so the best power output they did which was right up at this end, we found there was a significant difference. We found there is an effect of caffeine on sprinting performance. Effectively then we optimise their ability to sprint. So going back to our table from before I'm going to add our results now to the bottom. So we found the same result. We found exactly the same result as Anselm found. Which made me go, oh hang on a minute, what's going on here? So it's one of those bizarre circumstances where you think is there something wrong with all these studies then? And I noticed a couple of things. Most of them had used 30 second sprints. 30 second, we call them wingate sprints, cyclogometer sprints they are. And there's some evidence that in a 30 second sprint people adopt something of a pacing strategy subconsciously but they do. So I thought okay well let's address this issue then. So this is the latest study, this paper is in review at the moment. So I would just explain to you what we did. People had to do nine visits to our laboratory. We compared a 10 second sprint with a 30 second sprint. So the first thing to notice, this is just for the possible, is that the 10 second sprints were higher than the 30. We are telling these people go flat out right, as soon as we say go we want you to sprint. And somehow their brains go in. This is going to hurt and I'm just going to hold back a little bit. And yet they have no idea that they are doing that. The other thing to be aware of is if we do a standard resistance for these tests, we get a lower power output than if we optimise that resistance. It's a bit like if most people have ridden a bike at some time, if the gear was too low and you were spinning your legs around, you'd be spinning them around and not being able to generate any power output. But that's why in the real world you select a gear, don't you? You pick the best gear to optimise performance. And when we optimise it we get a higher power output. If we put our caffeine results on there, the thing we see is that, under the standard torque, you just can't spin your legs fast enough. So whether you've had caffeine or not, we're not getting any effect on performance. If you're doing a 30 second sprint, I think that the pacing issue prevents caffeine from having a real effect. And if you optimise the power output but still do 30 seconds, again pacing overrides that response. But if you take pacing out of the equation and if you optimise the resistance, then we get a significant effect. So there is an effect of caffeine in a real world situation. I've got to wrap this up pretty quickly. Caffeine, summary slide, it increases performance. Time trial performance by yet generally about 3% but it can be as high as 6%. Sprinting performance under normal conditions. Mechanisms probably related to a central effect and an effect within the muscles. And that's linked to a mechanism associated with the antagonism of adenosine receptors, which is way beyond the scope of this presentation. But there are issues in studies with sample sizes being too small and finding no effect when sometimes there is one and vice versa. Physiological effects increases heart rate during time trials but solely because you're working harder. Reduces how hard you feel you're working. And that probably explains a large part of why you're performing better and a clear increase in blood lactate. I'm going to leave you with my final slide.  You have to keep going. Wait for it. Wait for it. Thank you very much.


If anyone got out of it yesterday right in the room, if you did, because it rallied yesterday, we'll look at this later. We're not going to have a crapshoot here today because it's not going to drop, so it's gapping down. Still can't get going in the spine, but the cues look so strong. It's hard to believe that we haven't gotten over the high yet. The longer we take to get over the high, the bigger the move it's going to be, so I walked away for five minutes. It's just one to the target without us, right, Lanta. I was going to do RCII, just $28. This was the best got. Here, let's just stay with this. Let's just do this. It just go to the target. It's going to push back. Maybe I need to come up with other targets. RCII is the best got. But it just went to the target. The resistance now is nine, so all the numbers I gave you for this are completely off, just so you know. Because it just fell more bigger. Oh, man, I just don't think I want to do this. This could really get pummeled today, but I don't know if it happens immediately. I don't know if this is going to be a fast play. It's my only problem with that. I don't know what you mean, Thunder. We don't play penny stocks. The stock is trading at $8.47 by 59. It's not a penny stock. I don't know if you're talking about something else. Does anyone want me to look at anything else? I think I'm just going to stick with this. Let's ease ourselves into earning season here today. And Apple's working in our favor, so I'm just doing one thing. But this very well could work. Less than $10 is not a penny stock, and I trade less than $10 stocks all the time. Rated it. I rated it. This could work today, but I like RCII better. Thunder, I don't know what you're talking about. One minute, email me. You missed me. The next minute, you want to give me an attitude in the room? Come on. Give me a break. I don't want to read negative comments at 9.25 on my first day back here. It's the first day of the week here for me. Keep it to yourself. All right, let's watch this. I can have HVNP out on the side, but I don't think I'm doing it. I don't think I did targets either. No, AA isn't good. And AA is a bullish gap, Jason. Or was a bullish gap up here, and now it's just gapping down underneath us. So no, nothing about this chart looks right. This isn't good. Don't do anything with that. If you people want me to watch two things, again, I'm going to watch the RCII. ILMN that I'll put in the middle. I think this is a better watch than the HVNP.   You should be every day. You should be every day, at least for 30 minutes. This is what? Neutral flush down, but not really. I'm looking at this as a neutral gap. I don't think the market falls today. It's just not going to happen. But can we rally today outside of this? I don't know if we rally in this buy outside of this, but we might. In the queues, we could too. I don't know what the market's waiting for. An act of God, I have no idea, but I know the market's higher and everything is moving ahead of the market. So I don't know why the market's taking so long. Google looks great yesterday, solid Facebook, just everything. Everything looks amazing. So these things are set to make brand new all-time highs again. Again, Google was turning away from doing it yesterday. So market isn't going to fall. I can't wait till it happens. I don't know when though. No idea when. And I did do a video on Apple yesterday and I said Apple, it hit $119 today. This morning, pre-market. That was a great read yesterday. I said $120 this week in Apple. It hit $119 this morning. In the pre-market. Apple belonged down in today today as a bullish gap, but I'm not doing it. Okay, good luck, everyone. Good luck. We'll call it if I see it, but I'm not doing it. The stop will be probably $2. Could even be more. It was in rent a car. But this could go to $775, $750 today. Great. A lot of volume in this too. Good luck, everyone. We need to look at what we've done today. We need to look at the banks. I need to see what the banks are doing because the spy is lagging. Someone remind me. Can't change anything. You're going to go by my call. Mentally, it's changed. I don't have time to write it in the room JL. Just take the trade when I call it if I call it on this because everything's changed as far as the targets and the resistance because it already broke. It's kind of a bummer, but it's pushed back a little. It's just weak. It's weak, weak, weak. Market could fake out. Initially, market could fake lower than flip. I think that's what happens today. My call for the market today is we fake lower and get bought. There. There you have it. One second before the open. Okay, just wait. It's better if it's rally. So just don't jump into this yet. This RCII. I don't have the entry. This is rolling over up over 136. I'm staying with RCII. This is going to be a big stop. It's $2. Put the stop at 136.25 if you want to short ILMN under 134. That's going to hit. Wow, big stop though. You can take it if you want under the whole number. Let's stay with RCII. Let me just move off this. I just gave you the trade if that sets up on that. Okay, this is good if it holds here. Oh, I'm not doing it. And you should be doing that one anyways. It's very expensive. Okay, let's just rally. Just wait, I'll give you something else. This didn't hit yet either. No, this didn't hit either. Let's see. No, don't do this at all. It's not going to work either. Wow, nothing has hit and nothing has triggered. Gosh, no one should be in anything. No one should be in one single solitary thing at all. And there goes Apple. Oh, what a lovely call. Okay, focus, focus, focus. It's so easy to make money when everything is so clear. It's just so easy to make money when everything is perfect. It's almost like why even bother trading when it's not. When everything just lines up, we just do it. Just do it with everything. And when it doesn't, we just don't do anything. 866. Okay, let's do it. But I think this holds if it hits. There we go. But I didn't. Let's just give it a little bit of time. Oh, Mark is going to flip. Well, which I'm not out yet. I want you to jump on so I can look at Apple and figure out what I'm doing. But not yet. Here we go. This really looks good. But $8 for me, I'm not done. Here it goes. Here it goes. It's going to break the law. Nice call. This is good. I think it's going to break eight, but I won't see it unless it goes in the bar that I'm in it here. Here, this is it. Oh, beautiful. Beautiful. A little jumpy. I'm done. That's what I didn't want to deal with. There, right there.


For Vivica Fairbanks Henderson, manufacturing executive and former chapter president of the National Society of Black Engineers, Purdue provided a sense of community that enabled her to thrive and lead. My name is Vivica Fairbanks Henderson. I am a wife, a mother and senior director for energy optimization at the Kellogg company. When I decided to attend Purdue, my goal was to graduate with a degree in electrical engineering. My father was an electrical engineer, my mother was a teacher, and I always knew that between the two of them, I wanted to study engineering from a technical standpoint, but I also wanted to have an opportunity to work in a field that allowed me to work with others. As I was thinking about graduating and getting closer to graduation at Purdue, I went through the typical interview cycle like most students on campus, and I was fortunate enough to use one of my lottery picks. We had those back then to get on the interview schedule for the Proctor and Gamble Company. And little did I know that would have been one of the best decisions that I made while I was on campus. I was able to secure a job at Proctor and Gamble, and I consider that one of the giant leaps I was able to make because of Purdue. As I think about Purdue and I think about leaving footprints as a result of my Purdue experience, there are two key things that come to mind to me. The first one was having an opportunity to leave a footprint at Purdue through the Purdue Black Alumni Organization. My philosophy is to always leave the place better than you found it, and I had an opportunity to serve as president of the Purdue Black Alumni Organization for 10 years. The second piece is at my current company, the Kellogg Company, another well-known consumer packaged goods company, and having an opportunity to work there to deliver products that delight consumers in the foods that we share has been an amazing experience as well. Thanks to Purdue, I have been able to live my best life, and I say that wholeheartedly. I met my husband at the preview program at Purdue in the spring of 1986. And unbeknownst to us, that would be the start of a very long relationship. As a result, we have one son who is now 12 years old, who is the light of our lives. And so Purdue has allowed me to live my best life. And professionally, the credibility, the reputation, everything that comes along with a Purdue degree, I have truly benefited from that. And wherever I go, when I say Purdue or I say Boiler Up, I've got people in the room who can relate, who come over and shake my hand and engage with me in a way that it's hard to put words on. So it has been a fantastic journey, and I attribute that to my experience at Purdue. That was Vivica Fairbanks Henderson. Look for more stories at Purdue.edu slash footprints.


that when you spoke about that, that really connected to me. And I don't think a lot of people are even aware of what RSD is. RSD, you know, rejection sensitive. Rejection sensitive, yeah. I was like, why, what is this? You know, when I was younger, I used to come home and I'd research why do I have like a stabbing pain in my heart?  And my specialist actually said, do you know what RSD is?  I don't know how and to what extent, you know, about how medication works for RSD from what I researched, you can't be medicated for ADHD and RSD.