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Everyday we're planting seeds that grow up in our heart. Katy Berry plants God's Word, cuz that's where good fruit starts! Basil watched a little girl jump out of the swing from higher than he had ever jumped. Then he saw her land with a THUD! What should Basil do? Should he listen to Good Guava and pray for the girl or should he just walk away and pretend he didn't see anything? L6 #biblestoriesforkids, #bedtimestoriesforkids, #storiesforchristiankids, #biblelessonsforkids, #christiancharacterforkids, #behelpful, #prayer, #compassion, #friendship, #pleasinggod, #christiancharacter, #letthechildrencometoJesus, #goodseedgoodfruit, #plantgoodseeds, #beeattitudes, #jesusnmeclubhouse, #fishbytesforkids, #fishbytes4kids, #fishbitesforkids, #fishbites4kids, #ronandcarriewebb, #roncarriewebb
Cortes a la circulación en calles de la colonia Peñón de los BañosEstaciones de al L6 del Metrobús fuera de servicio En San Diego, California, muertos y heridos por volcadura de embarcación Más información en nuestro Podcast
Se deslinda INAI de acusación de extorsión Primera Noche de Museos del 2025Suspendido el servicio en varias estaciones L6 MetrobúsMás información en nuestro Podcast
A LONG overdue episode, on the podcast today I'm introducing you all to dietitian Melissa Wallinga. One of The Gymnast Nutritionist® team pediatric/adolescent sports dietitians who supports our gymnasts + parents inside The Balanced Gymnast® Program. She is a former NCAA athlete, current peds/adolescent sports dietitian (and super smart clinical dietitian with her doctorate--- that's Dr. Melissa to you), and mom of two darling girlies (one of which is a L6/7 gymnast). We're discussing how important her pediatric and adolescent clinical background is when helping our clients navigating not only sports nutrition, but everything that goes along with healthy growth and development. Young gymnasts aren't just small adults! A young, growing gymnast has specific needs from her sports dietitian and that's where Melissa comes in. In this episode you'll hear us touch on case studies involving: Picky eatingIron deficiencyADHD challenge Links & Resources The Balanced Gymnast® Program for level 5-10 female gymnasts Episode 36: Gymnast Nutrition and ADHDEpisode 93: Navigating Gymnast Nutrition and Picky EatingGymnasts + Growth Charts Instagram PostConnect with Christina on Instagram @the.gymnast.nutritionist or christinaandersonrdn.com
14.00 กระทรวงการคลัง ขอประเมินหวย N3 อีก 2-3 งวด พร้อมยกเลิกหากกระทบหวย L6 – แก้ปัญหาหวยใต้ดินไม่ได้
KC and his neighborhood friends help kids learn God's Word and understand how to apply it to their every day lives through Bible stories about Jesus, Bible memory verses, object lessons and so much more! In this episode, kids learn how to resist temptation with God's Word. James 4:7, "Resist the devil and he will flee." L6 #kids, #biblelessonsforkids, #biblestoriesforkids, #storiesforkids, #christiankids, #bedtimestoriesforkids, biblestoriesforpreschoolers, #storiesforchristiankids,#godswordispowerful, #actlikejesus, #selfcontrol, #katyberry, #pacoandthefish, #jesuschrist, #storiesofjesus, #christiancharacterforkids, #bestronginthelord, #puppets, #james4:7, #fishbytes4kids, #fishbites4kids, #ronandcarriewebb, #roncarriewebb, #beeattitudes
Estación 18 de Marzo de la L6 del Metrobús cierra este jueves Cámara de Comercio de Acapulco pide paquete de apoyos para reactivar el turismo Canciller israelí anuncia la eliminación del líder de Hamás, Yahya SinwarMás información en nuestro Podcast
KC and his neighborhood friends help kids learn God's Word and understand how to apply it to their every day lives through Bible stories about Jesus, Bible memory verses, object lessons and so much more! In this episode, kids learn how to resist temptation with God's Word. James 4:7, "Resist the devil and he will flee." L6 #kids, #biblelessonsforkids, #biblestoriesforkids, #storiesforkids, #christiankids, #bedtimestoriesforkids, biblestoriesforpreschoolers, #storiesforchristiankids,#godswordispowerful, #actlikejesus, #selfcontrol, #katyberry, #pacoandthefish, #jesuschrist, #storiesofjesus, #christiancharacterforkids, #bestronginthelord, #puppets, #james4:7, #fishbytes4kids, #fishbites4kids, #ronandcarriewebb, #roncarriewebb, #beeattitudes Image by Freepik
KC and his neighborhood friends help kids learn God's Word and understand how to apply it to their every day lives through Bible stories about Jesus, Bible memory verses, object lessons and so much more! In this episode, kids learn how to resist temptation with God's Word. James 4:7, "Resist the devil and he will flee." L6 #kids, #biblelessonsforkids, #biblestoriesforkids, #storiesforkids, #christiankids, #bedtimestoriesforkids, biblestoriesforpreschoolers, #storiesforchristiankids,#godswordispowerful, #actlikejesus, #selfcontrol, #katyberry, #pacoandthefish, #jesuschrist, #storiesofjesus, #christiancharacterforkids, #bestronginthelord, #puppets, #james4:7, #fishbytes4kids, #fishbites4kids, #ronandcarriewebb, #roncarriewebb, #beeattitudes Image by Freepik
Cody and Jay wrap up the America's Got Talent season 19 Quarterfinals with the recap of Quarterfinals 4. Don't worry, we're both here. One of us was not injured during practice, and we're both wearing. Summary In this episode of ACT Time, Cody and Jay discuss the performances from the fourth quarterfinals of America's Got Talent. They review acts such as Brent Street, Ilya and Anastasia, Oscar Stembridge, and Jonathan Burns. While Brent Street received mixed reviews, Ilya and Anastasia impressed with their acrobatic skills. Oscar Stembridge's performance was deemed average, and Jonathan Burns fell short with his magic trick. The judges provided their feedback, with Simon expressing disappointment in the quarterfinal performances. In this part of the conversation, Jay and Cody discuss the performances of various acts on America's Got Talent. They review the rankings and share their thoughts on each act. They discuss Brent Street, Ilya and Anastasia, L6, Tony Kakou, Stephanie Ramey, Sebastian and Sonia, and Erica Rhoades. They provide insights on the performances, judge comments, and their own rankings. In this final part of the conversation, the hosts discuss the last two acts of the night: Solange Cardinali and Pranaiska. They share their thoughts on Solange's quick change act and Pranaiska's singing performance. The hosts also review the judges' comments and make predictions about the acts' chances of advancing. They then discuss the results of the episode and the upcoming schedule change for the show. Finally, they provide an update on their AGT fantasy draft and discuss their expectations for the semifinals and finals. Keywords ACT Time, America's Got Talent, quarterfinals, Brent Street, Ilya and Anastasia, Oscar Stembridge, Jonathan Burns, acrobatics, magic trick, judges' feedback, America's Got Talent, performances, rankings, reviews, judge comments, AGT, America's Got Talent, Solange Cardinali, Pranaiska, quick change act, singing performance, judges' comments, results, schedule change, fantasy draft, semifinals, finals Contact Information Facebook | Twitter | Instagram | Threads | Email About AGT Time Podcast AGT Time Podcast is a weekly podcast covering the hit NBC talent competition America's Got Talent. The hosts, Cody Patterson & Jay Bock recap each episode during the regular season. We do rewatch older seasons during the offseason, have guest interviews, or review movies. AGT Commenter makes a frequent appearance on the podcast and gives his deep insight into America's Got Talent. The podcast is typically recorded on Thursday nights and released on Fridays. Riverside.fm We are in the affiliate program for Riverside.fm. If you sign up using this link, then we receive a percentage from your subscription. This really helps us support this podcast. #AGT #AmericasGotTalent
Familiares del periodista Rubén Espinosa, marchan en calles de Veracruz ¿Quieres acreditar el bachillerato en un sólo exámen? Aquí te decimos como Llegan buques rusos al puerto de La Habana, Cuba
DCC Whiterock Session 78 The party continues their quest through L6 of Whiterock, encountering huge, terrifying monsters. Players: Medicine Man, Dr. G, Rocket Man (absent), Ty (late), Gersh, and Pete A GM: Duck
This week's recap is on America's Got Talent Season 19 Auditions 4. Jay raps, Cody remembers 2 important one-hit-wonders, and we really point out Sofia's comments. Summary In this episode of AGT Time, Cody and Jay discuss the auditions for AGT Season 16. They start by talking about the upcoming episodes and Jay's vacation plans. Then they review the acts, including Hypers Kids Africa, Fluent and Inkeby, and Venom Trickshots. They share their thoughts on each act and discuss the judges' comments. Overall, they find some acts enjoyable but feel that others lacked excitement and creativity. The conversation in this part of the recording covers three acts: Daniel Simu and his robot partner Robin, Stephanie Rainey, and Dax Dominoes. Daniel and Robin perform a dance routine that showcases the sophisticated technology behind the robot's movements. Stephanie sings an emotional original song in memory of her nephew. Dax Dominoes, twin brothers from Sioux Center, Iowa, set up and topple dominoes, displaying their skill and precision. The judges have mixed reactions to these acts, but overall, they appreciate the uniqueness and talent displayed. The final acts of the auditions include a dancing robot, a roller skating group, a magician with an emotional support chicken, a vocal group, and a dance group. The judges have mixed reactions to the performances, with some acts receiving praise for their uniqueness and execution, while others are criticized for their lack of originality or technical flaws. The standout acts include Daniel and Robin, L6, and Brent Street Dance Group. The least favorite acts to go through are Fluent and Inkoby and Venom Trick Shots. Overall, the auditions have showcased a diverse range of talents, but some acts will need to step up their game in the next rounds. Keywords AGT, auditions, Hypers Kids Africa, Fluent and Inkeby, Venom Trickshots, review, judges' comments, AGT, acts, Daniel Simu, Robin, Stephanie Rainey, DacksDominoes, dance routine, robot partner, emotional song, original song, twin brothers, dominoes, skill, precision, judges, auditions, dancing robot, roller skating group, magician, emotional support chicken, vocal group, dance group, mixed reactions, uniqueness, execution, originality, technical flaws, standout acts, diverse talents Takeaways Some acts in the auditions lacked excitement and creativity The judges' comments varied, with some acts receiving praise and others receiving criticism The hosts discussed their personal preferences and experiences with the acts They highlighted the importance of engaging the audience and creating a memorable performance The use of technology in performances, such as Daniel Simu's dance routine with his robot partner Robin, adds a unique and innovative element to AGT. Emotional performances, like Stephanie Rainey's heartfelt song, have a powerful impact on the audience and judges. Acts that require precision and skill, such as Dax Dominoes' domino topple, can be captivating to watch. The judges' reactions to the acts vary, but they appreciate the talent and uniqueness displayed by the performers. The final acts of the auditions showcased a diverse range of talents. Some acts received praise for their uniqueness and execution. Other acts were criticized for their lack of originality or technical flaws. Standout acts include Daniel and Robin, L6, and Brent Street Dance Group. Fluent and Inkoby and Venom Trick Shots were the least favorite acts to go through. The auditions have set the stage for the next rounds of the competition.
DCC Whiterock Session 77 A quick rest and then back to L6. A flying stone dwarf? WTF? Players: Medicine Man, Dr. G, Rocket Man, Ty (absent), Gersh, and Pete A (absent) GM: Duck
DCC Whiterock Session 76 Deeper into L6 -- the troglodytes are getting stronger! Players: Medicine Man, Dr. G, Rocket Man, Ty, Gersh, and Pete A GM: Duck
Metrobús anuncia cierre de estaciones de la L626 de junio “Día Cero” del Sistema Cutzamala
-Acceso a la L2 y L3 del Metro será únicamente con la tarjeta de MI-FGJ investiga el corte de cableado en una subestación de la L6 del Metro-Tasa de desempleo en México es similar a la de Japón y Alemania-Más información en nuestro podcast
No hay servicio en la estación Deportivo Galeana de la L6 del Metrobús Es detenido exdirector de la Policía de Lerdo de Tejada, Veracruz, por el delito de homicidioAl menos seis personas murieron apuñaladas en un centro comercial de SídneyMás información en nuestro podcast
Do you feel like you are living groundhogs day over and over again? Have you ever driven to a location and then can't recall how you got there because your mind was on autopilot? Do you notice the difference in how you feel when you are present vs when you aren't? Today's episode I share: *4 questions you can ask yourself about being present *Getting present by connecting with your 5 senses *The L6 strategy to being present each day ******************************************** MOM POWER HOUR sign up and details page ******************************************** You can find me at: Website: https://www.melissaclampitt.com FB https://www.facebook.com/mclampitt/ IG https://www.instagram.com/melissa.clampitt/ Subscribe and watch this episode on my Youtube channel Order a copy of the book Don't Be Invisible Be Fabulous: Owning Your Feminine Power. A compilation book with the chapter Bet on Yourself authored by Melissa --- Send in a voice message: https://podcasters.spotify.com/pod/show/melissa-clampitt/message
You're welcome in the clubhouse where KC and his friends learn to share God's Word. In this episode, kids learn how to bring glory to God by doing good. Matthew 5:16, "Let your good deeds shine out for all to see." L6 #kids, #christiankids, #Biblestoriesforkids, #storiesforkids, #puppets, #letyourlightshine, #kidscanlearngodsword, #disciplesforjesus, #fishbytes4kids, #roncarriewebb, #ronandcarriewebb, #shineforjesus, #matthew5:16, #letyourgooddeedsshine, #jesushealedthemall, #jesusourhealer
Everyday we're planting seeds that grow up in our heart. Katy Berry plants God's Word, cuz that's where good fruit starts! Basil watched a little girl jump out of the swing from higher than he had ever jumped. Then he saw her land with a THUD! What should Basil do? Should he listen to Good Guava and pray for the girl or should he just walk away and pretend he didn't see anything? L6 #biblestoriesforkids, #bedtimestoriesforkids, #storiesforchristiankids, #biblelessonsforkids, #christiancharacterforkids, #behelpful, #prayer, #compassion, #friendship, #pleasinggod, #christiancharacter, #letthechildrencometoJesus, #goodseedgoodfruit, #plantgoodseeds, #beeattitudes, #jesusnmeclubhouse, #fishbytesforkids, #fishbytes4kids, #fishbitesforkids, #fishbites4kids, #ronandcarriewebb, #roncarriewebb
Today I talk about "South America" using up until Genki 1 L6 grammar.Support this podcast at — https://redcircle.com/japanese-with-shun/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy
Deep dive into the transformative impact of a gratitude-centric mindset. In this episode, Lesley shared personal sleep struggles, including practical tips on shifting focus from problems to blessings. Listen in to discover how such a simple shift can alter sleep patterns and overall well-being.If you have any questions about this episode or want to get some of the resources we mentioned, head over to LesleyLogan.co/podcast. If you have any comments or questions about the Be It pod shoot us a message at beit@lesleylogan.co . And as always, if you're enjoying the show please share it with someone who you think would enjoy it as well. It is your continued support that will help us continue to help others. Thank you so much! Never miss another show by subscribing at LesleyLogan.co/subscribe.In this episode you will learn about:Challenging the idea of what constitutes a "win" in life.The significance of focusing on what's possible in movement for those with physical limitations.Achievement in optimizing your schedule to better suit business goals and personal needs.Dealing with sleeplessness and the tools that can help.The affirmation practice for the week.Episode References/Links:Mentions, Jennifer DayMentions, Liz ToppanMentions, Gay Hendricks If you enjoyed this episode, make sure and give us a five star rating and leave us a review on iTunes, Podcast Addict, Podchaser or Castbox.Be It Till You See It Podcast SurveyBe in the know with all the workshops at OPCBe a part of Lesley's Pilates Mentorship Join us at our Cambodia Retreat - Oct. 8-13, 2023FREE Ditching Busy WebinarAmy Ledin - Episode 5: "How to take fast action against limiting beliefs" ResourcesWatch the Be It Till You See It podcast on YouTube!Lesley Logan websiteBe It Till You See It PodcastOnline Pilates Classes by Lesley LoganOnline Pilates Classes by Lesley Logan on YouTubeProfitable PilatesSocial MediaInstagramFacebookLinkedInEpisode Transcript:Brad Crowell 0:03 It's Fuck Yeah Friday.Brad Crowell 0:14 Fuck yeah.Lesley Logan 0:18 Get ready for some wins.Lesley Logan 0:27 Welcome to the Be It Till You See It podcast where we talk about taking messy action, knowing that perfect is boring. I'm Lesley Logan, Pilates instructor and fitness business coach. I've trained thousands of people around the world and the number one thing I see stopping people from achieving anything is self-doubt. My friends, action brings clarity and it's the antidote to fear. Each week, my guest will bring bold, executable, intrinsic and targeted steps that you can use to put yourself first and Be It Till You See It. It's a practice, not a perfect. Let's get started.Lesley Logan 2:27 Hello, Be It babe. It's Fuck Yeah Friday. You made it. You did it. You have had a week, I am sure. I'm sure there's been some great things. I'm sure there's been some shitty things. And I'm sure that those shitty things are like just feeling like they're bigger deals than what the wins were. And so that's why this episode is here to come out on a Friday. Just to remind you that people have wins of all sizes and so do you and my goodness in our way of ditching perfection do we need to ditch that wins can't be celebrated until we've completely achieved everything and it's gonna be the biggest deal of our lives. And if it's not museum-worthy, it's not a win. Bullshit on that. And if you're taking your kid to school today, I'm so sorry. Apparently, this one is full of words. AirPods in. Okay, so here's the deal. I share one of yours, I share one of mine, and then I started adding a little affirmation at the end. In case you were like really struggling for a win. You can say that to yourself. You have something positive going into your weekend, because positivity breeds positivity. Just like negativity is super contagious. So here is some wins of yours. So Jennifer Day, she is in eLevate, and she's an Agency member. And I love this one. So she said I have a complex, loyal client that due to all her various ailments, I've greatly reduced the amount of actual classical work we do together. There is a win coming in, I promise. This client has L5 and L6 views, has had a frozen shoulder in the past that gets aggravated and reduces movement. She more recently was diagnosed with bursitis on not one but both sitting in balance. And she's incredibly anxious and doesn't like to try new things. Due to these different ailments, sitting work and split-like movements have been taken away due to the pain with her bursitis. She is fearful of any kind of flexion rotation with her fusion so we're left with supine, prone, high-kneeling and standing. We used to do sideline but that did become aggravated with her bursitis. Just a pause on this win, if all these words like what the fuck, don't skip ahead, there's a win coming. And this is very Pilates-centric. So the Pilates teachers know what she's talking about. But for the rest of you like if you are someone who is aches and pains. It can feel frustrating and fearful to move. So I want you to keep listening this win because there is one. Okay, back to Jennifer Day. So despite all of this and thanks to eLevate I was able to take her through a full classical workout giving her what her body needs with the limitations that are set and she had fun. We started the foam roller to warm up her back, doing arm reaches, circles and the 100 for the reformer, were able to do footwork on the arches and heels and Pilates stands and parallel she kept on her toes, due to an assist from us, form the ball of (inaudible). Modified coordination work with variations keeping the head down she did feet and straps and reverse knee stretches. She did chest expansion and to the pelvic lift and then we went to the tower for arms and straps. The instructs breathing, chest expansion, long back stretch arms and standing push-ups. Finally finished with the magic circle arms. I had a lot of fun finding all the things we could do in our session instead of focusing on what we couldn't. Thank you. Jennifer Day, thank you for sharing this woman's story thank you for sharing your process because no matter who you are listening to this there is movement accessible for you. Pilates has so many options in it. And those of us who are teachers the more we can focus on what is possible in a body the more fun it is for us the more successful is for them. And for those of you who have aches and pains moving your body is so important to getting rid of those things and also finding strength and stamina. So, thank you Jennifer day and also to your client for letting you find ways to move her and successfully. Okay one more win Liz Toppan. FYF, feeling proud of myself this week for finally condensing my schedule to make more sense for me. Yes, instead of being in another studio with classes, private clients of having weird breaks in between I move some around so now they're right after each other which will give me breaks in the afternoon to focus on other business goals. And she sold out the mat class for LLS Pop-Up Tour and she is all like she almost sold out the workshop, too. I think towards the end it actually did sell out. If I remember correctly so I got really darn close. Liz, the tour was so much fun at your studio. By the way shout it to Liz's studio Pilates Queen in Hanford. It is beautiful. It is amazing, it is welcoming. She has really incredible classes that are super thoughtful for your goals. And so I just had so much being in your space. And I know how hard you've been working on condensing that schedule. I know how how much your studio needs of you and how much you love it and the dedication you have to your client, so good for you. That is a massive win you guys making little tweaks to your schedule here and there to make it work best for you is like the best thing you could do for yourself. So congratulations, Liz. Lesley Logan 4:48 Okay, my win. So here's, I have, I easily could fall asleep most of the time. I'm like okay, I'm gonna go to bed I fall asleep. Like, mid-conversation, no problem. Like, I just, I can't just sleep anywhere I have to be lying down, but I can fall asleep. But some nights my brain just doesn't turn off. And that's usually when I'm upper-limiting. And if you're wondering what that is, there's a great book called The Big Leap, shout out to Gay Hendricks anyone knows him, I want them on my show. At any rate, I all sorts of worry when I'm upper limiting and that will affect me falling asleep, and I'll have stressed dreams and it's like, just not fun. And then I have the worst night's sleep ever. So anyways, I have these systems in place to just really help me sleep I have a sensei alarm. So like starts like looking like if the sun is going down, you know, to make my brain think, okay, it's time to sleep. I have this amazing music that I fall asleep to that's like the earth, I don't know, (inaudible) for whatever. something probably scientific and well, at the same time, I have my sensei that like I fall asleep, too. So like I have these tools in place when my brain doesn't want to shut off. However, oh, last week, my phone's about to die. And I had my sensei alarm. I couldn't find my sensei. I was like, oh my god, what am I gonna do? And so I just started like, listing out everything I was grateful for, in my head. Y'all I woke up the next morning, eight hours later didn't wake up at all. So I started using this and I've had a couple other nights where I'm just like, ooh, a little bit like am I they're not ready to go to bed or my brain still going. And I did start list. I don't write them down. I am a journaler, but I'm not writing them down. Because I'm just trying to like get my brain to go shhh, quiet, close your eyes. And it has been so much fun because I it's like incredible what you can when you start to open up the muscle of gratitude, like how many things you can find to be grateful for in a day. And sometimes wins can sound like a little bit like, I'm now braggy and like maybe you're raised to be humble. So gratitudes can be another way of Fuck Yeah Friday for you. So anyways, that is my win I've been listening on gratitudes and it's helping me sleep. And here's something I remember from my therapist many moons ago. Gratitude and judgment cannot live in the same place. So if you're judging all over yourself, start to be grateful for some things and you'll notice that the judgment disappears. And you're full of positivity in this gratitude space and what a great place to make decisions and take action from and be it till you see it from there. And now, your affirmation for the weekend. I breathe in trust, I exhale doubt. And so you can say that out loud five times. You can write that down in your journal over and over again. You can actually sit there and actually breathe in trust. And exhale, doubt. And remember, action is the antidote to fear. So love you all so much. Thank you for being here. Thank you for listening to the IT pod. Thank you for sharing it with your friends. That is how we get more downloads, we get more listeners, and then we can get bigger guests like maybe Gay Hendricks and some other people. So thank you. Thank you. Thank you and make sure you share your wins with a friend or with us we can shout you out here on this podcast. Until next time, Be It Till You See It. Lesley Logan 7:48 That's all I got for this episode of the Be It Till You See It Podcast. One thing that would help both myself and future listeners is for you to rate the show and leave a review and follow or subscribe for free wherever you listen to your podcast. Also, make sure to introduce yourself over at the Be It Pod on Instagram. I would love to know more about you. Share this episode with whoever you think needs to hear it. Help us and others Be It Till You See It. Have an awesome day. Be It Till You See It is a production of The Bloom Podcast Network.Brad Crowell 7:48 It's written, filmed, and recorded by your host, Lesley Logan and me, Brad Crowell. Lesley Logan 7:48 It is produced, edited by the epic team at Disenyo. Brad Crowell 7:48 Our theme music is by Ali at Apex Production Music, and our branding by designer and artist Gianfranco Cioffi. Lesley Logan 7:48 Special thanks to Melissa Solomon for creating our visuals and Ximena Velazquez for our transcriptions. Brad Crowell 7:48 Also to Angelina Herico for adding all the content to our website. And finally to Meridith Crowell for keeping us all on point and on time. Support this podcast at — https://redcircle.com/be-it-till-you-see-it/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy
※ 投稿邮箱：418150505@qq.com※ 本文章首发订阅号：百车全说，订阅号阅读更加方便，欢迎关注。※ 想要进群，添加微信：46415254（盾牌）前两天，吉利银河的第二款产品银河L6正式上市了，新车定位紧凑级混动轿车，售价11.58-14.98万。说到这儿，可能大家的第一反应是银河L6 11.58万的起售价比秦PLUS DM-i 9.98万的指导价贵了1.6万。不光是入门价格，顶配价格银河L6也比秦PLUS DM-i贵了4000元。所以今天我们就聊一个问题，吉利银河L6凭什么卖得比秦PLUS DM-i还贵？吉利银河L6凭什么卖得比比亚迪秦PLUS DM-i还贵？一开始，你要知道吉利银河L6比比亚迪秦PLUS DM-i多了什么。一是银河L6基于吉利的e-CMA架构打造，据说该架构花了吉利200亿的重金来打造。反映到车上那就是银河L6的前后桥都采用了独立悬架，前麦弗逊后E型多连杆独立悬架，而且这是全系标配。相比秦PLUS的扭力梁非独立悬挂，银河L6的舒适性一定会更好，调教上限更高。更关键是，相比扭力梁，独立悬挂更讨消费者的喜欢，更能让消费者心里满意。其次，银河L6的动力也要更强。在这个价位的混动轿车里，不管是合资品牌还是比亚迪秦PLUS，基本都是自然吸气引擎搭配电机的组合。但是银河L6照搬了L7的1.5T涡轮增压引擎加P1+P2电机和三挡DHT Pro变速箱，发动机最大马力163匹，最大扭矩255牛·米。所以系统的综合最大功率达287kW（390马力），系统综合最大扭矩535牛·米，百公里加速只要6.3秒。而秦PLUS DM-i用的是1.5L发动机+电机，发动机最大马力110匹，最大扭矩135牛·米，系统综合最大功率213Kw，系统综合最大扭矩426牛·米，零百加速7.3秒。很明显，银河L6比秦PLUS DM-i确实快了不少。油耗方面，秦PLUS DM-i馈电油耗为4.6L/百公里，银河L6馈电油耗为5.23L/百公里，没办法，要想马儿跑马儿也得多吃草。不过，银河L6全系标配快充功能，秦PLUS DM-i的两个55KM低配版只有慢充，有快充的120km续航版入门价格12.58万，比银河L6的入门11.58万整整贵了1万。第三，相比秦PLUS DM-i，银河L6的车机系统要更好用。银河L6车内采用10.25英寸液晶仪表加13.2英寸中控屏，和银河L7上的一模一样，比秦PLUS的8.8英寸液晶仪表加12.8英寸中控屏要大一点。银河L6的车机搭载了最新的高通8155芯片，再搭配和领克08魅族车机同源的银河N OS车机系统（同源并不是一模一样），整体的UI界面和L7一样，很像一台大平板，玩起来和手机无异，上手基本没难度。并且车机操作的流畅度在同级别也是领先地位，两个字总结就是丝滑，且支持全域OTA升级。要说缺点，就是这套系统在第三方应用适配度上，还有待提升，有些常用app打开后，并不是车机专用版本。当然，比亚迪车机系统也有这个问题。此外，银河L6的尺寸要稍稍比秦PLUS DM-i大一丢丢。银河L6长宽高4782/1875/1489毫米，比秦PLUS长了17毫米，宽了38毫米，2752毫米的轴距也比秦PLUS长了34毫米。但实际上，整体空间体验两车差别并不大。在外观上，虽然秦PLUS DM-i的Dragon Face设计很有特色，但是经不住天天看，街上这么多秦PLUS的网约车很影响客户购买决策。所以，预算在这个价位的客户，再看银河L6会有新鲜感。不过相比车头，银河L6的车尾设计才是亮点，弧线形的贯穿式尾灯神似L7，再加黑色包边的处理，立体感很强，会让银河L6整车显得比同类车型略微宽大一些。就因为以上这几点，银河L6就敢卖得比秦PLUS高了？没错，如果单单只是对比产品层面，银河L6相比比秦PLUS DM-i的优势就止步于此了。两车的馈电油耗差不多，纯电续航也差不多，银河L6 CLTC纯电续航125KM，秦PLUS DM-i NEDC纯电续航120KM。接下来对比配置层面，就有意思了。银河L6作为后上市的车型，竟然配置方面还远不如秦PLUS DM-i。比如在被动安全上，前后排侧气帘在银河L6上只有顶配和次顶配这两个版本才有，中低配车型缺失。你说舒适和豪华配置高配专属我理解，但是前后排侧气帘这种非常重要的被动安全，关键时刻真的能保命的配置在银河L6上竟然没有全系标配。并且价格同样是11.58万，银河L6 60km AIR要比秦PLUS DM-i 55km超越型少了很多配置，比如360全景影像、前驻车雷达、NFC智能钥匙、自动大灯、后视镜电动折叠加热、前排手机无线充电等。甚至连皮质座椅、电动座椅调节、后排出风口、天窗都通通没有。所以只能说银河L6的低配真的只是用来拉低售价的，后期大概率不会生产，或者定制给网约车或租车公司。而之所以银河L6敢卖得比秦PLUS还要贵，综合来说有三点原因。首先秦PLUS DM-i的月销非常之高，都稳定在3万左右，最近半年即便卖得最少的一个月也有超过2.5万台的销量，不仅是比亚迪所有车系中销量排名第二的存在（第一是海鸥，8月销量超过了3.4万台），也是市面上紧凑级轿车中销量排名第二的存在。但是和第一名的轩逸只有非常非常小的差距，最近半年2023.02-2023.08轩逸销量为17.7743万台，秦PLUS DM-i为17.5356万台，只有2300多台的差距。要知道，秦PLUS DM-i只是一款车，轩逸是两代同堂，如果秦PLUS DM-i加上秦PLUS EV半年的6.2831万台，妥妥的秒杀轩逸，排名遥遥领先。所以在国产A级轿车中，秦PLUS DM-i的地位无人能及，任何人想要短期内靠一款产品去和它硬碰硬，结局只有一个，那就是自取其辱。银河L6如果和秦PLUS DM-i去打价格战，绝对得不偿失。所以银河L6卖得贵就是为了和它形成一些错位竞争，避免正面硬刚，尤其是低配版。因为以银河现有的水平来看，单车成本要远要高于秦PLUS。第二，银河这个产品本身定位就是比吉利更高端的新能源品牌，所以完全没有必要为了和秦PLUS DM-i打价格战来自降身价。并且银河L6的底下还有一款定位更低的A级混动轿车帝豪L HiP。而且就在7月份，帝豪L HiP还推出了冠军版，价格也比之前降了很多，目前只有两款，10.98万的100KM超越型和12.28万的100KM卓越型。所以这就是为什么银河L6的中低配配置这么低了，明显是留给帝豪L HiP市场空间了，让它去和秦PLUS DM-i 55KM的版本去打价格战。总结来说，吉利目前在用双车战略来打比亚迪秦PLUS DM-i。其中帝豪L HiP用100KM快充来和秦PLUS DM-i 55KM慢充低配来竞争。银河L6对付秦PLUS DM-i的120KM。这么看来，其实吉利就是用动力更强、配置更高的银河L6去打秦PLUS DM-i的高配，这个思路是对的。因为本身买秦PLUS DM-i的消费者就是想要便宜，想要价格低，冲着性价比去的。那帝豪L HiP贵一万的价格能获得翻倍的纯电续航、快充以及更高的配置，还是有一部分人愿意干的。在7月份帝豪L HiP冠军版出来之后，确实获得了一定的成绩，8月份月销6300台，9月份5000台，后来它的名气就被自家大哥银河L6给抢了去。而买秦PLUS DM-i 120KM的消费者基本选择的都是13.58万的超越型，属于中高配，所以银河L6就是冲着这部分人群去的。虽然中高配的银河L6比秦PLUS DM-i 13.58万的超越型中配贵了7000元和1.4万，但我贵是有贵的道理的。即便贵了7000-1.4万，但是你能获得的无论是动力，还是配置，都远不止这么些差价。所以总结来说比秦PLUS DM-i高半级就是银河L6的最真实的定位，也是它敢比秦PLUS DM-i卖得贵的理由。除了秦PLUS DM-i，银河L6还有哪些竞品？除去秦PLUS DM-i、驱逐舰05和吉利帝豪L HiP，10-15万这个价位可选的混动轿车几乎没有。硬要算的话，也就只剩长安UNI-V智电iDD和深蓝SL03增程版了。但是这两款的入门价格都要14万多，UNI-V智电iDD起步价14.49万，深蓝SL03入门价14.59万。但是买UNI-V的客户基本都会直接选择燃油版，所以iDD版的销量并不高，月销只有两三千台左右。买深蓝SL03的客户基本选择的都是15.69万的200MAX增程版，纯电续航更多。所以我觉得除了比亚迪以外，银河L6的竞品恐怕就剩深蓝SL03了吧。毕竟多花7000元会获得更好的纯电续航，更运动的外观，还有无框车门+掀背尾门以及后驱，所以应该会更讨年轻人的喜欢。不过我觉得真正会影响L6销量的反而是它的同平台哥哥银河L7。虽然一开始可能是冲着L6去的，但是客户进店后，看到旁边展位的银河L7后，多半会移情别恋。因为价格只贵了两三万，但是外形更好看，配置更高，还多了16.2英寸的副驾驶娱乐屏。关键银河L7还是一台SUV，空间更大更灵活，开SUV出去也更时尚、更大气，所以怎么看都要比L6划算。因此我觉得很多人经过对比后，多加两三万上银河L7的可能性非常大。银河L6配置该怎么选？就像我刚才说，银河L6的中低配只是为了拉低售价用的，真正打开配置表后会发现中低配的配置真的不给力。所以要买银河L6，我直接推荐顶配的125KM星舰版。虽然价格上星舰比次顶配MAX贵了7000元，但是多出的配置觉得对得起这个差价。比如全套的L2级驾驶辅助系统、全景天幕、前排座椅加热、主驾驶座椅通风记忆、256色氛围灯、自动雨刷、自适应远光灯、温度分区控制、车内香氛等，并且现在还能免费升级 18 英寸铝合金轮毂+百灵鸟音乐灯光秀，以及2000 元抵 5000 元膨胀金，相当于变相优惠3000元。另外还有5万24期0息、首任车主享受车联网流量3年免费、基础流量终身免费，以及首任车主自购车之日起 1年内免费赠送充电桩及安装服务等，权益确实不少，但这些仅限 125km 长续航车型。以上就是关于吉利银河L6我的一些分享。所以花10-15万买混动A级轿车，你们会选比亚迪秦PLUS DM-i还是吉利银河L6，又或者是其他产品呢？欢迎评论区一起交流。作者：三刀、新一编辑：新一欢迎加入我的私域社群，可以对我1对1提问，也可以在社群里交友，交换资源。更多汽车行业内部资料分享，每日更新。
In this episode, Dave and Jamison answer these questions: Morning! I will cut straight to the chase: I'm burned out and tired. At the same time, I'm aiming to get a promotion during the next cycle. My manager is aware of the latter, but not the former. Should I tell them? I suspect that I would get a lighter work load and less responsibilities, but it might also impact my chances at getting a promotion. The project I'm working is a “high stakes, tight deadlines” mess. I usually would just take a week or two of PTO, but the tight deadlines make it hard. Do I grin and bear it till promotion cycle (another 4-6 months) or just tell my manager and risk losing the rewards? I'm about to get promoted to L6, what my company calls Lead Engineer, but I have to move to another team for it to happen. The other team already has a few people who are applying for that same promotion, and they got skipped over for my promo. They've also been devs longer than me. (4 years for me) So, I'm worried about tension on that team when I join. On top of that, I'll be learning this role too! How can I make room for myself to have failures and make poor decisions, while also not undermining my expertise? How can I step into this lead role while not stepping on the toes of the engineers already on the team? Any tips for someone leading a team for the first time, while also joining that team?
-Extraditan a "El Caimán", líder del CJNG en Tijuana-Hallan en México nuevo fósil de flamenco de la era del Pleistoceno-Papa Francisco llega a Lisboa para participar en la JMJ-Más información en nuestro podcast
Puntata 467 con Ilaria e Marco ai microfoni (pulsar, tette ed enzimi mangia grasso) e Leonardo che intervista Michele Polese, un ricercatore alla NorthEastern University di Boston su reti cellulari.Puntata 467, con Ilaria e Marco ai microfoni. Apriamo con Marco che racconta di come astronomi molto pazienti abbiano fatto misure pecisissime di pulsar per 15 anni per rivelare onde gravitazionali che le spostano di poco, ma le spostano nella galassia . In esterna Leonardo intervista Michele Polese, un ricercatore alla NorthEastern University di Boston. L'intervista è divisa in due puntate, nella prima si parla di come è fatta una rete cellulare e di quali sono le sue storiche limitazioni. Nella seconda si parla di come si sia cercato di porvi rimedio con 5G, e di cosa ci aspetta nel 6G. Tornati in studio, dopo l'ennesima barza, Ilaria ci parla di un atlante delle tipologie del seno e di un enzima che sembrerebbe mangiare il grasso. Tette: https://www.nature.com/articles/s41586-023-06252-9Enzima mangia grasso: https://doi.org/10.1038/s41586-023-06249-4Pulsar:Agazie, G. et al. Astrophys. J. 951, L8 (2023). https://doi.org/10.3847%2F2041-8213%2Facdac6Reardon, D. J. et al. Astrophys. J. 951, L6 (2023). https://doi.org/10.3847%2F2041-8213%2Facdd02Xu, H. et al. Res. Astron. Astrophys. 23, 075024 (2023). https://doi.org/10.1088%2F1674-4527%2Facdfa5Ah, visto che Marco non lo sapeva, Marco ha cercato la biLBOgrafia: Ci sono circa 2600 pulsar nella galassiahttps://www.aanda.org/articles/aa/pdf/2022/11/aa43305-22.pdfVideo Marco su pulsar: https://youtube.com/live/llA4wJ7BvQ0?feature=share
-Martí Batres Guadarrama nuevo jefe de Gobierno-Cierran estación La Pradera de la L6 del Metrobús-Ante esta ola de calor toma suficiente agua-Más información en nuestro podcast
Elementos de la SSC detuvieron a una pareja quienes transportaban en un vehículo particular 100 kg de presunta marihuanaEl papa Francisco agradeció las oraciones y los muchos mensajes de cercanía y afectoMás información en Podcast
Josh Doody, Owner of Fearless Salary Negotiation, joins Corey on Screaming in the Cloud to discuss how to successfully negotiate your salary, and why it's important to do so even in times of economic uncertainty. Corey and Josh chat about some of the hidden reasons why salary negotiation is critical to job seekers, and what goes into determining salary bands behind the scenes. Josh also reveals why he feels there's some stagnancy in the big tech job market, and why it's critical for job seekers to have a balanced view of the value that they provide to employers when negotiating salary. Josh also describes some of the unexpected ways salary negotiations can come up throughout the interview process, and how to best handle the discomfort of negotiation. About JoshJosh is a salary negotiation coach who works with senior software engineers and engineering managers to negotiate job offers with big tech companies. He also wrote Fearless Salary Negotiation: A Step-by-Step Guide to Getting Paid What You're Worth, and recently launched Salary Negotiation Mastery to help folks who aren't able to work with him 1-on-1.Links Referenced: Company website: https://fearlesssalarynegotiation.com Twitter: https://twitter.com/joshdoody LinkedIn: https://www.linkedin.com/in/joshdoody/ TranscriptAnnouncer: Hello, and welcome to Screaming in the Cloud with your host, Chief Cloud Economist at The Duckbill Group, Corey Quinn. This weekly show features conversations with people doing interesting work in the world of cloud, thoughtful commentary on the state of the technical world, and ridiculous titles for which Corey refuses to apologize. This is Screaming in the Cloud.Corey: Developers are responsible for more than ever these days. Not just the code they write, but also the containers and cloud infrastructure their apps run on. And probably the billing on top of that - which is neither here nor there. And a big part of that responsibility is app security — from code to cloud.That's where Snyk comes in. Snyk is a frictionless security platform that meets teams where they are, automating application security controls across their existing tools, workflows, and the AWS application stack — including seamless integrations with AWS CodePipeline, Amazon EKS, Amazon Inspector and several others.Deploy on AWS. Secure with Snyk. Learn more at snyk.co/scream. That's S-N-Y-K-dot-C-O/scream. And my thanks to them for sponsoring this ridiculous nonsense!Corey: Welcome to Screaming in the Cloud. I'm Corey Quinn. I have a returning guest today who hasn't been on for a couple of years, at least. Josh Doody is the owner of fearlesssalarynegotiation.com and focuses on a problem that's near and dear to my heart from my previous life as an employee, salary negotiation, specifically emphasizing software engineers, if I have that right. Josh, thanks for joining me.Josh: Yeah. You have it exactly right. It's great to be here, and good to talk to you again, Corey.Corey: I used to be practiced at doing salary negotiations, which is a very roundabout way of saying I got fired a lot, so I got lots of practice at doing it. And I found that it was a very strange experience that was completely orthogonal to anything else that I did in the course of my day-to-day. Now, of course, I you know, negotiate AWS bills for a living among many other things, and do a lot of sales work, and yeah okay, now it's a lot more germane. But back in my engineering life, it was the one time I got to really negotiate that wasn't, you know, haggling with some vendor somewhere when I'm trying to buy a burrito, was salary negotiation, and I felt utterly unprepared for it.Josh: Yeah, I think most people feel that way and you summarized pretty well why that is. And that's, you know, let's say you have a really robust career, you're around for decades, you know, you're working in lots of companies, you might have, I don't know, let's say ten, a dozen job offers that you negotiate, you know, give or take. And that's not very many reps for doing something that's as consequential as, you know, negotiating your actual pay. Which, depending on how senior you are, could be literally negotiating, like, you know, multiple cars' worth of value per year that you're going to [laugh] that you're going to earn. But you don't get the reps, so most people just kind of—I think they kind of don't even think about it until they have to think about it until it's directly in front of them. And then they just kind of power through it, get it over with or even totally ignore it and just get back to the thing that they're doing in their career, which is why you show up to work.Corey: It feels, on some level, like it's one of those areas where people wind up thinking about it long after they really should have. These days, it feels like salary negotiation process, more or less should start when you start debating, huh, maybe I'll change jobs. Like, it feels like it's really that early, not when you have an offer sitting in your inbox that needs a response by the end of the week. Right, wrong, or am I just thinking about this in ridiculous ways?Josh: No, I think you're right. So, you can start thinking about it, you know, you get a job offer in your inbox and you can start thinking how do I negotiate this now, but you know, you're going to be in a less secure position to do a strong negotiation at that moment than you would have had you begun thinking about it when you mentioned, which is, like, you're actually thinking about changing jobs, or, you know, maybe you just got a cold call from a recruiter and they're at a company that you're kind of interested in working with. So, maybe I will talk to this recruiter instead of just blocking them or whatever. And so, the whole process can begin at that moment when they say, “Hey, you know, we have this opportunity that we think you might be interested in. What do you think?”And then, you know, early on, they'll even kind of officially start the negotiation, at least in my mind, where they'll say, “But before we really go too far on this, like, what are you hoping to make here? You know, what are your salary expectations if you come work here?” And you're kind of off to the races at that moment. But even if they don't say that out loud, that's something that you should be thinking about from the beginning, which is, you know, maybe most broadly, how do I position myself to get the best possible version of the job offer that they're willing to give and to leave myself the most latitude to improve that job offer to be the maximum that they can afford to pay me or the maximum that their budget allows or however you want to frame that. So, short answer, yeah, I think you're right that most people think about it as sort of an afterthought, either after they've already started a job and they go, “Huh, I wonder if that guy over there is making more than I am?” Or, you know, “Shoot. I think I moved too fast there. Maybe I should have done something a little bit better.” When they could think about it way earlier in the process than that.Corey: Since I was last on the job market, there have been some changes, at least here in California, that have had a somewhat significant impact, to my understanding. First, job salary changes need to be posted in job ads, which I think is great—and that's occurring in a number of different states—and also it is now against the law, in California—or at least against public policy—to ask what someone's current compensation is and your salary history and dive into that. Now, that's all well and good, but I also have been asked a number of questions that are not exactly… green, when it comes to being in the middle of an interview. And, “You're not legally allowed to ask me that question,” is that a heck of a pushback.Josh: Yeah, I think that I've had a couple conversations about this recently, but also over the past few years, especially on the—you know, you mentioned the two prongs of that idea: what's your current salary, what are you making now? And, you know, what is the salary that you expect to make? And so, kind of one by one, states are outlawing potential employers' ability to ask about what you're currently making. And then I've also heard some agitation lately that there might be some federal legislation that's coming down that might just kind of take that off the table. As you mentioned, recruiters, companies, organizations, however you want to model them are very clever, and so there are always ways, you know, even if they're indirect questions, you know, you don't ask them what they're currently making, but you ask them something that gives you some insight into what they currently might be thinking.Also, if you're in the big tech world—which you mentioned you negotiate AWS contracts—in the big tech world, they don't necessarily have to ask you what you're currently making if they know that you're an L4 software engineer at Google. They can probably approximate it pretty well. And of course, they know that because you're going to have to tell them, you know, with a resume or when you're interviewing, that's kind of how you get in the door. So, that's an interesting thing. But I still say, avoid that. Try to avoid giving him as much information as possible.And I think the most important thing with the current salary idea is, you just don't want to say it out loud. You want to make sure that they can't quite grab onto that because you make it too easy for them when they know what your current salary is to just do sort of a cost-plus version of offering you a job, which is, “Well, you're making this much now. We'll just add 10% to that,” and that's your new job offer, when you know, that's not how you level up quickly and in big ways.And then you mentioned the salary expectations. I do think it's great that a lot of job offers now will have a salary range in them. That's a question that I see a lot is, like, how do I know that I'm not going to waste 25 hours of my personal time and maybe a trip across the country for a job, where when they finally make the offer, it's just laughably low? And the answer is, you know, hopefully, they have something that you can grab onto in the actual job description that says, here's what the range looks like. But even then, you'll notice if you look carefully—I saw one yesterday, and I don't remember where I saw it, but it was like, “Yeah, our range of salary is, you know, 120k up to 290k, depending on geographic region.”And it's like… I mean, technically, that's a salary range, but they don't tell you what the regions are, how they map, and all that stuff. So, you're not getting a lot of information there; you're just getting sort of an approximate number. But it's still helpful to know that information. And it's also helpful to not disclose that information. If you have a number in mind that you're hoping for, it's not in your best interest to share that with the company.So, I think at least what you can do is look at the job description. If they have some kind of a range, take a look at it, see if it feels like, okay, this is something I can work with or if it's just, you know, there's no way that that would ever work for me and you can just pass on it and save yourself some time.Corey: For me, one of the things that always frustrated me was that at the start of looking into a job, there's always the big question that they ask that has been the socially acceptable paths at screwing you over, and the knowing how to answer that is important. But I still bungled it a number of times whenever I was out of practice, which is quite simply, “Okay, what is it that you expect to make in your next role? What are your compensation requirements?” And it feels like answering that at the beginning of the process just completely sets your course for how the rest of that process is going to go.Josh: It does and it's something that's very subtle and clever because most people will not perceive that to be a negotiation tactic when it is. And also you mentioned earlier in the context of, like, asking you what your current salary is that it can be perceived as sort of a gatekeeping question. Like you mentioned, you know, you're in the middle of an interview and somebody pops a question at you like, “What is your [laugh] what's your current salary?” And you're looking at an interviewer and you're thinking, “If I don't give him this information, then I'm saying no to an interviewer, and how's that going to go over?”This is the same kind of thing. When, you know, at any point in the process, they might ask you what your salary expectations are, it could be on the first screening call, it could be right before, they like to hold this till right before they make an offer where you go through the whole interview process and then right before they're going to extend an offer, they say, “Hey, you know, I'm going to go to the hiring committee and make a recommendation that we hire. But before I do that, you know, what are you hoping to make if we actually do extend an offer and I go talk to the comp team?” And it can feel like, well, gosh, I better tell them the answer to that question because they literally just said, basically, like, “I have an offer for you, but first, I need this information from you.” And it can feel really kind of daunting to say, “No, I'm not going to give you that.”So, the question is, you know, should you give them that and how? You shouldn't, as I mentioned earlier. Giving them salary expectations, I'll give kind of a brief summary of why it's not a good idea. I think a good way to reframe that question, you know, what are you what are you hoping to make if you join our team, is, you know, “Hey, you know, we have a giant company here. We've got tens of thousands of employees. We've got thousands of engineers that are at your level and doing your kind of work. We have salary surveys that we run once a quarter, or once a month, that are super expensive. We know what everybody else in the industry is doing. We know what the value of this role is to our company. We know how many other people are applying for this job. We know how many open seats we have. You don't know any of that stuff, but even though you don't know any of that stuff, why don't you take a wild guess what we would pay you to do this job at this company at this moment?”Corey: And then of course, we're going to use it against you later, when you wind up having what you view as a negotiation, like, “Ah, but you said at the beginning of the process that this would be sufficient.”Josh: Yeah. So, that's the problem, right? As you take that wild guess and you're going to do one of two things. It's basically 0% that you're going to hit the nail on the head in terms of you guessed the actual maximum compensation that they would pay you to do the job, it's very unlikely.Corey: You're either going to guess too high and then basically get yourself disqualified—Josh: Yeah.Corey: —you're going to get too low and leave money on the table, or you're going to get it exactly right, but you'll never know whether you got it exactly right or whether you guessed low.Josh: Right. Even if you do guess exactly right, you won't know that you did. And so, of course, if you guess low, like you said, you leave money on the table. And the really pernicious thing is, you could guess low and still feel great about the result and never know it or not find out until the next time you get a job, which is to say, you know, you say a number that's well below the bottom of the minimum that they could pay you and so you say, I don't know, to use round numbers, you say $100,000. And they go, “Great, how about 120?”And you say, “Wow, they must really like me. They're going to pay, I just said 100 and they said 120. That's amazing.” And really what's going on is they're looking at, you know, their internal pay structure and they're like, we can't pay less than 120, like, the pay structure starts at 120. So, we'll pay 120, which is the literal bottom that you could make.You feel like you got a huge win of a 20% bump, but the reality is, you're probably not anywhere near the middle of that pay range and you're way behind the eight ball already. And of course, you could overshoot. And the worst-case scenario is you overshoot so far that you basically disqualify yourself from the process early. So, it's like, if it's on that first screening call, and you say—Corey: And they view you as being fundamentally unserious, where it's a, okay, the compensation for this role is 100 to 130, for example—to use made-up numbers—and you come in asking for 340. It's… okay like, there's no point in even doing a counter and having a negotiation at this point. We are so far apart, that it doesn't work out that way.Josh: Right, which on the surface, seems like oh, well, I just saved a bunch of time. But in reality, what you may have done is sort of like knocked yourself out of the entire hiring funnel for them, when what could have happened is perhaps you could have as you interviewed, you could have aligned better with a more senior role that would have had a higher pay range that you would have been a better fit for, you could have changed their budget based on the way that you present in your interviews and what they perceive from you. And who knows, maybe you actually do get an offer that looks like 340 because they say, “Oh, wow, we had you leveled as a, you know, an L6 and really should be, like, at an L7. So, how about this, you know, this senior or principal or lead role over here that we've been trying to fill for six months, we now realize you might be a good fit for that role. Why don't you go talk to that hiring manager, and if we have to, we'll just put you into that hiring stream?” Instead of, you set a giant number and we got to kick you out because there's no room for you here.Corey: This is all well and good and we're talking about effectively cash comp and salaries, but so many companies these days seem to tie a fair part of their compensation to the equity portion of it. And because remember, everything's up and to the right. Always. The end. Until one day, it's very much not.And now we're taking a look and seeing that, for example, Amazon stock has largely been in the toilet for a couple of years. It's what, 50% off of what it was at the peak.Josh: Yeah.Corey: So it's, on some level, when you're negotiating comp, it feels like you're being asked to predict the future of how well the company does. And at these multibillion-dollar company scales, are you really going to be in a position personally to meaningfully impact the stock price? Like, well, not positively anyway. And it just feels like it's a bit of a shell game where if you can't spot the sucker, it's probably you. Because I wanted to be an engineer, not a stockbroker.Josh: Yeah, I mean, first of all, you're right, that no individual engineer is really going to be impacting the bottom line of Google.Corey: Unless I take the site down.Josh: Right. Well, I was just [laugh]—man, you beat me to the punch on that one. Yeah. So, there is a possibility that one engineer could have a dramatic impact, but not the kind that you would hope if [laugh] you're also tied to their stock price, right? So, there's a couple of ways that I think about this.One of them, you mentioned the Amazon stock going down. So, one thing that's really interesting about that is really what Amazon is doing is they're targeting a total annual compensation number with their stock. And so, they start with their current known stock value—I don't know if they're doing this now, but for many years, they were just kind of building in a year-over-year growth number of 10 to 15%. So, we're going to give you this much total comp and we're targeting 300k total comp per year. And if you kind of map it out based on the base salary and the equity that vests and the signup bonuses they give you in years one and two, then it looks like a pretty flat, like, 300k a year when you build in that stock growth.So, the magic question that I started talking to—and had a couple of internal recruiter friends, like, last year, mid-year last year when things were looking pretty bad, and the question that I don't think that they had an answer to at the time and now they have answered is, well, what do we do when the stock doesn't grow 10 to 15% and actually kind of collapses, like, takes a huge nosedive? And the answer is that Amazon is still targeting a total comp of 300k a year. And they go back and they say, “Well, here's some more RSUs at the current value to kind of makeup for that. Here's your new vesting schedule on these.” They essentially are giving refreshers, and here's the new vesting schedule.And so, at least in Amazon's case, they did kind of try to right the ship. But the reason is that something you alluded to, you're not really getting equity in the company because you impact the company; you're getting equity in the company because it's another way for them to kind of generate, quote-unquote, “Cash flow” of some kind or comp, that isn't, you know, dollars coming off the books. So, this is something I think that's kind of a TBD is, Amazon has now answered this, which is we're going to give him—because otherwise, they're going to have a mass exodus, right, like, if you thought you're going to make 300k a year and you're actually going to make 180k a year, that's a huge dropoff, and you're probably going to be looking elsewhere. So, they say, “Well, here's some more RSUs.”The question is, you know, what will other companies do? All of this is, you know, we're talking about public companies here. So, there's a big difference between, like, Amazon stock, Google stock, whatever—or GSUs, whatever you want to call them—and then private, pre-IPO equity, and all these different things. I see those as much more in the category of what you described, which is, you know, if you're getting stock options on, like, an early stage, you know, like, an early stage startup, right, they're raising, like, their first or second or third round, you are going to have maybe kind of a large impact on the trajectory of the company, but on the price of that you have almost no agency whatsoever because of all the options that they have for dilution and all that other stuff that can go on and whether you even have shares that are going to be liquid at some point and all that stuff. So, I see that as much more like, you've just got to look at the company, the cash that they're paying you, how you feel about that, how you feel about the mission of the company, and understand that you've got, you know, you've got some lotto tickets in that company and who knows, maybe it goes to the moon and you get to go along for the ride, but much less certain than, you know, like I said, like, an Amazon-type situation where they actually will give you even more RSUs if the stock tanks over the course of the year.Corey: What are you seeing these days in terms of the macroeconomic conditions as a result? Like, some wit on Twitter said that the correction in the market has identified the grim reality that there are more engineers making $600,000 a year than there are engineering problems that need $600,000 engineers to fix them. So, there's a certain, are people being overcompensated? Is there a correction in the market? Is that changing the world of salary negotiation and peoples' job mobility?Josh: I think—working backwards—yes, job mobility is affected right now. I mean, I've seen you know, even in my own business, there are just fewer people reaching out and saying, “Hey, I have an offer at a big tech company.” Which is, you know, all over the news, layoffs. First, it was hiring freezes, right? This is late last year, October last year-ish, Q3, Q4, last year. They kind of said, “Oh, we're going to hire—we're going to slow down for a little bit on this hiring.”And then it was layoffs. And so, the last several months have been layoff after a layoff, you know, 5% here, 10% there at lots of different companies. Paradoxically, a lot of those companies are still up into the right, if you're looking at their stock price, lately. And I think a lot of that is back to the first thing that you said, which is, you know, do we have more engineers that are kind of sitting around looking for problems to solve than there are problems to solve? And I think the answer was probably, yes.Certainly, the pandemic, interest rates where they were, and all these other kind of macro-economic things, which I won't opine on too much because I'm not super-educated on them, but I understand them well enough to understand that basically, it was a better investment for a big company to hire an engineer, than necessarily to try to find somewhere to invest that money because interest rates were so low, so it's hard to find a nice quote-unquote, “Risk-free” return on the investment, so they said, “Why not? We'll just hire some engineers and maybe we'll get a bigger ROI there. We'll try a bunch of different projects, we'll put a bunch of people and maybe we'll go to the moon.”Corey: A lot of speculative or strategic hiring—Josh: Yeah.Corey: —and then okay, then you have—something that companies do when they have extra money is they greenlit additional projects. And when things get tight, they wind up effectively removing some of those projects from the table. And what I think people misunderstand in many cases is that compensation of employees is always more expensive than the infrastructure they work on, with very rare exceptions. So, the AWS bill is always secondary to payroll expenses, and fixing AWS cost takes time, effort, and engineering work, whereas laying people off requires a couple of difficult conversations—that companies increasingly seem to be bungling—and that's the end.Josh: Yeah. I think you're right about that. I mean, payroll, it's an old saw in businesses is that payroll is the biggest expense, right? Like, it's very expensive to hire people. But it could be the kind of thing, like you said, “We'll just fire up a bunch of these projects. We've been thinking about them anyway. We can't really invest this money anywhere else for a good return, so we'll take some shots here.” Right?But then interest rates go up and oh, there are places that I can get a nice return on this investment of cash, so maybe, you know, some of these projects that aren't going so well, we're going to shut them down. We're going to lean up a little bit. We're going to increase our margins, reduce our payroll costs, and just kind of ride this economic turmoil out and see how it goes. And who knows, maybe they'll fire some of those projects up later. But yes, it's much easier to say we're laying off 10% of our workforce tomorrow than it is to make a lot of other changes, especially on the expenses side.That's one of the few expenses I think that a company has direct control over and can simply reduce if they choose to. And that's kind of where we are right now, I think. And so, you mentioned economic mobility or job mobility. It's definitely way down. And I think the reason is that, you know, I mean, if I'd been through layoffs at companies that I worked at before, right?It's a really uncomfortable feeling, where the person that was sitting next to you in the office next to you gets laid off and you're sitting there wondering, “Am I going to be next?” And the last thing that you're going to do is start kind of poking your head up and looking for jobs and making it known that you're shopping, or even go ask for a raise or something because you're just trying to keep your head down and maybe the scythe will pass over me [laugh], right? Maybe they're going to miss me in this next round of layoffs if I just keep my mouth shut and I keep typing away here on my keyboard. So, I think a lot of that is going on where people are, if they're still employed, they're happy to be there and they're just going to kind of hunker down. And then if they're not employed, there's not a lot of them, you know, especially if you're coming from big tech, you would want to go most of the time to another big tech company.Like, that's why you're there, a lot of people aspire to work for big tech, they want to be in that ecosystem. But if all the big tech companies are laying people off or freezing hiring, there's nowhere to go. And so, there's nowhere to move if they want to. They don't want to make it known that they're looking to move because they don't want to draw attention to themselves if they're still employed. And if they're unemployed, the options for them to go somewhere are slim, but they probably have a severance package that they're kind of going to milk for a little bit and see if things kind of warm up again and they can go find somewhere to move to. So, everything feels, in the big tech level, there's a lot of inertia right now. People are just kind of sitting back, and there's a lot of friction, and they're just kind of hanging back to see what happens.Corey: And also, at least from my somewhat naive perspective, it feels like when people do get offers and they have made the decision to move on, there's an increasing sense of they should be thankful for what they get and not rock the boat by asking for more. But I vehemently disagree, to be very clear on this. I think that negotiate for the best package you can get. Do it in good faith and be responsible about it, but money that is life-changing to you is a rounding error at best for a lot of these companies. You will always be more invested in this than the counterparty that you're negotiating against. But it just really throws me and on some level, makes me sad watching people take less than they could be getting.Josh: Yeah. I mean, I think that's just the nature of people who are spooked when the economy is doing weird stuff. And it's an understandable reaction to it, but I agree with you. Just yesterday—you know, I'm in a bunch of [laugh] a bunch of different developer Slacks. I don't know which one this was, but I was in a developer Slack—and somebody was saying exactly that.They're like, “Yeah, I got this offer, it seems pretty good. I don't know if I should bother negotiating it, you know? Like, I, I—shouldn't I just be, you know, pretty satisfied with this thing that I got?” And I wrote a long response, which was, the short version of it was basically, “No.” And the reason is, think about all the costs that the company has incurred just to get to the point where they made you an offer?It was expensive for them. Believe me, a lot of money has been spent. They've gotten all the way to the finish line with you. I mean, the number is at least in the thousands of dollars; it's probably in the tens of thousands of dollars, especially if they flew out for an onside or something. If you went through an interview loop, just do the math on, well, I talked to six people for about an hour apiece. That's six hours right there of really expensive time probably at, like [laugh], you know, senior manager and above pay rates.So, they put a lot of money into trying to fill this role. They want to fill the role, especially in this environment. If you're that deep in the process, they've got a role that they probably feel is pretty crucial to be filled. So, you've got a lot of reasons that you should be optimistic about the value that you're bringing to that role and I think it's a mistake to not see what the maximum value is that you can get in return for the work that you're going to provide for them. So, I do think that being scared is not the right response there, again because they've made a significant investment to get to the point of making an offer.And remember their fallback, right, if you negotiate with them and they don't want to give you any more, I have never seen—and I underline the word ‘never—I've never seen that a big tech company, somebody negotiates, and the big tech company says, “Nevermind. Get out of here.” Job offer went away. I've never seen it.Corey: I was about to ask that because I've heard about it at startups. And back in years when I was on Twitter a lot more than I am now, I periodically have people messaging me saying that this happened to them. What should they do? Do I want to put the company on blast and the rest? It's something I learned relatively early on in that process was before I go off half-cocked—which I'm thrilled to do—can I get a screenshot of that email exchange back and forth?Because it hasn't happened often, but once or twice, what I have clearly seen is that the company makes an offer in good faith and the person comes back with what they believe is the professional way to negotiate for more money and it is such a screaming red flag that is basically fists-of-ham-powered here that companies are like, “Oh, thank God. We just learned this giant red flag. We can get out of this super easy by rescinding the offer because of the negotiation, rather than asking them who they think they're speaking to like that.” And that is the way of getting out of it in those cases. I don't think that's particularly common, and as you say, I don't suspect that happens at big tech companies.Josh: I mean, it's not a good look, right? There was a period last year where a big tech company… [laugh] I don't know if this is privileged information or not, but they were actually resending offers, and it's because they had gotten out over their skis. They were hiring way ahead of where they should have been, and then of course, everything turned and they had to start reducing headcount. So, they did, and then they started actually res—Corey: I can think of at least three companies off the top of my head that would qualify for that story. A lot of it came, but no one made an announcement that we're rescinding offers, but it doesn't take much on Twitter when you start seeing wow, 15 people all popped up at the same time claiming that. I wonder if they're telling—Josh: Weird.Corey: —the truth, given they've never—Josh: It's a pattern.Corey: —interacted with each other?Josh: Yes.Corey: Yeah…Josh: So, without putting them on blast, obviously, the reason I'm not saying their names is I would be putting them on bla—it's not a good look, right? Nobody wants to know that they're in the interview process for a company who is known for rescinding offers. And so, you know it wasn't a decision they took lightly. And so, to your point, companies are not just going to willy-nilly start pulling back offers because that's really terrible PR. I mean, it's just not a good idea.So, it's either what you said, which is—and this is something, like when I say, “I've never seen it; underline the word never,” right, what I mean is I work with people one-on-one for a living; that's what I do. None of my clients have ever had a job offer rescinded from big tech company. That's not to say it hasn't happened for reasons like you mentioned.Corey: Yeah, I have to imagine that the emails you help them craft to respond to these things don't start off with, “Now, listen here, asshole…”Josh: Right.Corey: Like, I sort of get the sense that that's not quite the negotiating tone that you take, most days.Josh: [laugh]. No. There's no, like, you know, “I've CC'd my lawyer on this email… and blah, blah—” you know, that's not how I negotiate; it's not a good way to negotiate if you want to get good results and build rapport with people. So, in general, if you follow what I would call, like, kind of good negotiating practices—which is self-serving because I would say that I've created a lot of them for salary negotiations, right—and if you're following the best practices there, everybody's understanding that we're having a professional, business conversation among, you know, [unintelligible 00:26:52] professionals. We're trying to find the best result, that's good for everybody and we're going to get there.And so, as long as you're not—you know, you mentioned, you know [laugh], I say, you know, pounding your fist on the desk and making ultimatums and stuff, like, that's not how I negotiate; you can hear it in the way I talk. You're going to be fine. They're not going to be rescinding offers and therefore, you have pretty much carte blanche to, in good faith, negotiate with them to see if there's more room to negotiate. And how aggressive you're being and what you're asking for, these are all things that are dependent on the situation, right? There's some cases where asking for another half a million a year would be completely absurd; in some cases where it's totally appropriate [laugh] and it just depends on what your situation is.Corey: For some roles, if you just accept the offer as given, you will lose status in their eyes, on some level. For example, one of the challenges we've had with contract negotiation has been when we hire folks to work on negotiations. It's one of those, like, “Okay, do we want somebody who accepts the first offer or do we want someone who really fights us tooth and nail over every aspect of it?” And it's, on some level, it's an extension to the interviewing process there.Josh: Yeah.Corey: I don't know what the right answer is on that I mostly shrug and make that my business partner's problem.Josh: I think it's a good metric to see, especially in your business, like, you want to know not only, like, can they negotiate contracts and all this stuff, but you want to know, like, how savvy are they in terms of business? And I think, in general, a person who just accepts the first offer they get in business, I will not say that they are not savvy because I don't know that, but it's not a signal of savviness, I think, to just outright accept the first thing that comes your way in business, in general.Corey: Oh, when I wind up interviewing people in person and telling them about offers and whatnot, in years past, it was always a, would you like me to sign it right now? It's… to be honest, I'm actually starting to reconsider having given it to you at all because only someone who is deranged is going to sign a contract they haven't read, and we don't try to hire for that.Josh: Right. Yeah, I mean, that's just not—especially when your job is negotiating—you want to know that this person is running a number of filters when they're considering, you know, what is probably a kind of a life-altering decision for them, right? And so, one of those filters is, “Are the terms of this contract good for me? Is there anything dangerous in here?” And one of the filters is, “Am I being appropriately compensated for the value that I'm going to bring?” That's the big one that I focus on, right?And there's a number of those filters and I think—you know, when I'm coaching someone, the first thing that we always say when a job offer comes in is, “Hey, thanks for the offer. I appreciate it. If you wouldn't mind, I'd like”—Corey: Yeah, acknowledge receipt.Josh: Yeah, yeah, “Thank you. I got the offer. Thank you for that.” And also acknowledge it and be thankful. Like, you know, “Hey, I appreciate it.” Like, “We have now made a significant step forward in this whole process that we're going through. I appreciate what you've done to get us here. I appreciate the fact that you're giving me an offer. That demonstrates a lot of trust and all these things. And if you don't mind, I'd like to take a day or two to think it over.” And then the last thing is, “Would you mind sending me a bullet-point summary in email of the numbers that you said, so I make sure I don't mess them up?”Because you're trying to avoid the very unlikely chance that they said numbers and you heard different numbers and then you start negotiating based on the different numbers and everything just kind of go sideways. So, that's the first three things: “Thank you for the offer.” “Can I have a day or two?” “Would you send me a bullet-point summary?” It doesn't have to be formal; just bullet points is fine.Corey: Would always irked me—and I you tend to see this a lot more with early career folks, but there's also this is a common failure mode as well among people who have been in one job for a while where they have gotten completely rusty at doing the interview dance. And they tend to view jobs as being this benevolent gift bestowed upon them by the employer and they become falling over themselves, just thanking them for the opportunity and the rest. And no, no, no, no, no. A job is a mutual exchange of value. You are solving a problem that the company has, and in turn, they are bringing you in and giving you a not inconsiderable amount of money—presumably—to wind up solving that problem for them, you both come out better than you were independently. That is what a job is. Confusing the power dynamic for something else feels, to me at least, like it's the wrong way to view things.Josh: Yeah. I've always not liked even the meta sort of way that we talk about jobs as, like, jobs created, jobs destroyed, somebody gave me a job. I don't know when that term—I would be curious actually, to kind of know the etymology of that term, but like, when we started describing jobs is the thing that was given or taken or—and instead, what it is, is it's a verbal contract or written contract. It's like, “Hey, I'm going to do work for you because I bring value. You're going to pay me because I'm creating value and because it's valuable to you. And we're going to figure out, you know, what's the meet-in-the-middle number, basically, that makes us both feel good about that business transaction.”You as a company can't do what you're doing without people like me. And I as a person have found a good place to flex that particular muscle at your company. That's great for both of us. Let's figure out how, you know, we can both be happy with it. So, it's definitely not that, you know, nobody's really doing anybody favors there. You're both entering into a mutual exchange of value for business reasons.And of course, your business reasons are different than theirs, but that's what they are. So yeah, I like the way that you frame that and you think about it. And I do think it can be a little harmful for people to have that perspective, especially like if they're in a position where they're thinking, “Oh, I'm so thankful that this company is willing to give me this job.” You know, “They're gifting me with this job and they're creating this job for me.” That's actually not what's happening.Corey: Something that I want to talk about, just because I've gone through this process myself as an employee, who interviewed a lot, negotiated a lot, and got hired a lot. Then I started this place and I've been on the other side of the table. And it turns out that it's not that hard to be a human being when you're the hiring manager and making these decisions. And understand the fact that yeah, you may be hiring five people this month, but these people aren't accepting five job offers a month—you hope—and going through that entire process themselves. And extending grace is just not that hard.Like, one thing that we've done since day one here has always been to put our salary compensation for the job in the job posting so we don't waste anyone's time. Where, like, “Well, what do you want to make?” It's like, if someone walks in to buy a car, the salesperson doesn't say, “Well, how much do you want to pay for it?” It doesn't work that way. It's, “This is the thing we're offering. This is the compensation we can build here. We don't do equity, so there's no funny money stories.”And yeah, I know you'd like to make three times more. So, would we, but without growth, that doesn't become sustainable. So, let's talk about how to get there. And being a responsible, decent human being is not that hard in the hiring space, but no one tells those stories because it's more fun, and outrage goes around the internet three times while the truth is still putting its boots on, where the idea of these horrible companies with people who don't know what they're doing just completely kicking themselves.Josh: Yeah, you know, it's funny, I thought, two things kind of flashed in my mind while you were talking. And the first one was, you know, I was a hiring manager for a while. And a lot of the sort of philosophy that I built around, like, asking for raises and promotions, right? Like, I have a process for that that's different than negotiating job offers, but the way that I developed it was as a hiring manager, my employees would say, you know—in their one-on-one or something—like, “Hey, you know, I feel like, you know, here's what happened when I started the company. For these reasons, I feel like I'm like, way behind where I should be in pay. Can you help?”And so, the way that I kind of approached that was, yes, I want to help them, but I cannot really do that on my own. I need a lot of information that I don't have for them. So, what information do I need from them to have them help me help them to get them a raise or get them or promotion, right? And so, I started thinking about it from the manager side of, like, essentially, kind of like a compassionate approach to, like, I need you to give me information and I will do what I can for you. And that was like, my whole philosophy with that, which is, I think I agree with you, but I need you to kind of prove to me that you should be paid more. Not because I don't believe you, but because I can't get you more money if I can't make that case, and I'm not able to make that case on my own, right?And so, I think that there is room for hiring managers to be compassionate in terms of like you said, just putting numbers in a job description, just so the person knows, like, yeah, this seems like it's probably approximately for me. Or you know, like I said, as a hiring manager saying, “Hey listen, I need you to bring me these three things. If you bring me those three things, that'd be the information that I need to go to finance or to HR or whoever and see if we can get you a raise or get you a promotion.” And if we can't, then I'll figure out, like, what are the next steps for you to get there to do that thing. And I think that in general, that's just removing friction from, like, forward-moving business processes and that's a good way to go.I think for you, right, you're saving yourself time, by putting those numbers in the job description, you're saving your applicants time by putting the numbers in the job description, and you're also kind of setting the terms for, like, the conversation that you're going to have, in addition to the abilities that they're bringing, the skills that they're going to bring, the things they're going to do for your company, you're also saving time on what the pay is going to be, what the compensation is going to look like approximately for that role, so that you can say, “Are we having a conversation whose parameters are known to us and that we agree upon to start with? Yes? Okay, great. Let's keep talking.” Otherwise, no, and maybe they should go somewhere else or maybe you need to rework your job listings because nobody is [laugh] applying for that job, right?But it's all data. It's a feedback loop. And it can be done compassionately. It doesn't have to be this, kind of, aggressive, you know, Shark Tank-style, like, I'm going to beat you over the head with this thing and get my result that I want, regardless of how you feel about it or, you know, how it makes you feel as a person.Corey: One last thing that I want to comment on this is that I've done this a fair bit, but if I wound up finding myself on the job market, I would absolutely reach out to you for coaching on the salary piece of it, just because you are a dispassionate third-party who is very aware of what the current state of the market is, you have a bunch of different offerings these days that range from a bunch of free articles on your website all the way up to individualized personalized coaching. I have bullied friends of mine into becoming your clients with a, “If he doesn't justify his fee, I will pay it instead of you.”Josh: [laugh]. Thank you for that, by the way.Corey: Of course. And I've never had to do it because you know what you're doing and the results absolutely speak for themselves. But my question is, what are you doing these days that's between the everything free on a website if you read it and, individualized one-on-one coaching? Are there now points in between those two extremes?Josh: Yeah. I think you actually summarized the whole spectrum pretty well. I mean, I've made—since I started my business seven-and-a-half years ago, one of the primary things that I did to start was, I'm going to create as much free content as I can and make it publicly available, just so that people can find it. Because there's no way that I can talk to tens of thousands, hundreds of thousands of people one-on-one. And so, that's there on fearlesssalarynegotiation.com.The other end is my one-on-one coaching which I developed because, frankly, people were reaching out and saying, “Hey, will you coach me through this?” And I said, “Sure.” And I developed that business. And then in between is, I created a program… three or four months ago, I launched it. It's called Salary Negotiation Mastery, but it is essentially me sitting down late last year with an instructional designer and asking the question, how can I teach the methodology I use in my one-on-one coaching to people who can't afford to hire me or just aren't inclined to hire a consultant to help them do something? And how can I teach that to them in a way that they can execute it on their own to get a good result, or possibly, you know, they're just at an income bracket right now where it doesn't make sense for them to hire me?And so, that's kind of the middle ground there is it's a coaching program, but it's wrapped in a do-it-yourself thing, where you have, you know, worksheets and workbooks and things that you can use to do it yourself using exactly the methodology, even the templates and things that I use with my clients. And the only thing, of course, that you're missing is my brain, but I've put as much of that as I can into the program as possible. So, that's the spectrum is: free articles, Salary Negotiation Mastery in the middle, and then the top tier offering that I have is, like you said, one-on-one bespoke coaching, where I work with somebody one-on-one. And I don't do a lot of that, just because it requires a lot of time and I like to give a ton of focus to everybody that I work with.Corey: Which makes sense because it also feels like it's a very time-sensitive issue as well. Like with AWS bill, great people want it fixed now, but then procurement can slow things down. But that's okay; there's another bill coming next month. Job offers, speaking as a hiring manager, if you accept the job, terrific, that's great. If you don't. Then okay, that's unfortunate, but it happens. But either way, let us know so we can either continue speaking to other people or begin planning for you to show up. So, it feels like there's very much a strong sense of urgency around the entirety of what you do.Josh: Yeah, especially for the coaching. And the whole offering for my coaching offering is really designed to make sure that I have enough bandwidth available for someone to call me. I mean, literally, as we're in this recording right now, I could have gotten an application in the email that would say, “Hey, I have a job offer in hand from Google. It's for this much money, it's for this level, can you help?”Corey: “And they're on the other line. Please respond immediately.”Josh: Yes. And their recruiter is pressuring me for an answer. They want to get back to the hiring manager. And so, I need to be able to respond quickly, get back to that person, have an intro call, get to know them, see if I can help in their situation, kickoff, you know, this afternoon or tomorrow morning, get a counteroffer over in the next 24 to 36 hours, that kind of thing. And so, in order to do that, I've got to build an offering that allows me to have enough bandwidth and, kind of, agency over my schedule so that I can just sort of jump in immediately into the middle of a process that's ongoing and help the person get the best result possible.So, I enjoy that to be honest with you. I like, kind of, being called on in emergency situations like that. It's really good. But of course, I had to structure the offering so that it facilitates it so that I'm not, you know, already booked on the phone eight hours a day and unable to even look at my email until tomorrow or something because it just wouldn't work.Corey: Yeah. There's something to be said for being able to take a vacation.Josh: Yes. Which takes some planning, but can be done [laugh]. And it means I just have to turn off the application sometimes [laugh].Corey: Glad to see things are still going well for you. You started your business a few months before I started mine and it's great to see that we're both still failing to go out of business every month.Josh: [laugh]. That's how I see it, too. I'm still here. Now, what [laugh]? That's every month on the first when I do the books.Corey: [laugh]. I hear you. I really want to thank you for taking the time to speak with me. If people want to learn more—and if they're changing jobs, they absolutely should—where should they go to find out?Josh: fearlesssalarynegotiation.com is the first place to go. I'm also on Twitter. I don't tweet a lot kind of actively, I probably should do better on that, but I'm at @joshdoody on Twitter and I'm very responsive on there. So, you could ping me on there or, you know, connect with me on LinkedIn if you wanted to; I'm also joshdoody there. But fearlesssalarynegotiation.com is the best place to go, especially if you're kind of in a time crunch. Everything is just right there for you to jump in and kind of grab, you know, the free resource that you might need or apply to work with me as a coaching client.Corey: Oh, the template emails are glorious.Josh: Yes. Those are one of my favorite things on the site. They don't look like other emails that people write, and something I take a lot of pride in is communicating well and creating good email templates that help a lot of people.Corey: Oh, in TextExpander, for a decade now, I've had a fill-in-the-blanks templated resignation letter, which it turns out, most people don't have. But I don't need it much these days, but it is useful to wind up giving to people from time to time. Like, “So, how do I tell my boss to take this job and shove it?” It's like—Josh: Well—Corey: —life is long and the industry is small. Go vent to your friends over beers. But there's very little upside and huge potential downside, so write the formal thing. Here you go. And it turns out that it's sort of cathartic, just filling that out. And it's like, oh, that's what this [unintelligible 00:42:05]. And it often helps people step back from the ledge sometimes. Or pushes them right off, depending.Josh: I think that's a useful service.Corey: But yeah, the [unintelligible 00:42:11] template emails are way better than mine.Josh: [laugh]. Well thanks, I appreciate it. It means a lot to me.Corey: [laugh]. Josh Doody the owner of fearlesssalarynegotiation.com. I'm Cloud Economist Corey Quinn and this is Screaming in the Cloud. If you've enjoyed this podcast, please leave a five-star review on your podcast platform of choice, whereas if you've hated this podcast, please leave a five-star review on your podcast platform of choice, along with an angry comment and be sure to include your salary expectations.Corey: If your AWS bill keeps rising and your blood pressure is doing the same, then you need The Duckbill Group. We help companies fix their AWS bill by making it smaller and less horrifying. The Duckbill Group works for you, not AWS. We tailor recommendations to your business and we get to the point. Visit duckbillgroup.com to get started.
-La “Ley 3 de 3” fue ratificada por más de 16 congresos locales-Niegan amparo a García Luna para salir de la lista de personas bloqueadas-Reino Unido aporta recursos para descubrir el futuro del Amazonas-Más información en nuestro podcast
-Cruz Roja recortará mil 800 empleos en el mundo-Sheinbaum presenta planes de desarrollo territorial-Publican convocatoria para posgrados del Instituto “Rosario Castellanos”-Más información en nuestro podcast
Wir begrüßen euch zu unserer ersten Auktion. Fangen wir doch gleich mal mit dem ersten Los an: Es handelt sich um die Sparte Sexpodcasts. Lê Mariables, Jahrgang 2020, aktuelle Folge 96. Aufgrund schriftlicher Vorgebote starten wir mit einem Gebot von 2023 Euro. Bietet jemand mehr? Es handelt sich immerhin um das Original, inkl. Weinfüllung, Witz und einer Prise Sex. 2200 an die L6. Vielen Dank. Jemand 2300? Nein? Dann 2200 zum Ersten… 2200 an den Bieter in der Leitung 6. Sehr schön. Ein sehr begehrter Podcast mit gutem Wein. Bietet jemand 2300 Euro? 2300? Ein Onlinebieter hat gegengehalten. 2300. Jemand mehr? Niemand? Dann 2300 Euro zum Ersten…. 2300 zum Zweiten. Jemand mehr? Dann schlag ich zu bei 2.3. Wenn niemand mehr bietet, dann verkauft an den Höchstbieter, online unter der Nummer 123. Sie können Lê Mariables nun herunterladen. Welchen Fetisch Maria plötzlich entwickelte, ob Lê nun umgekehrte Wechseljahre hat und welche Petition Maria sofort unterschreiben würde, erfahrt ihr in gewohnter Manier in der aktuellen Folge von Lê Mariables. Wollt ihr selbst als Gast dabei sein oder habt Themen, die euch bewegen? Dann schreibt ihnen an Lemariables@ist-willig.de oder bei Facebook und Instagram. Sie freuen sich auch über Sprachnachrichten an 0173 5731 048. Foto: Matthias Baumbach Intro: Thomas Paelecke feat. Clement
Link to bioRxiv paper: http://biorxiv.org/cgi/content/short/2023.01.25.524429v1?rss=1 Authors: Hayden, D. J., Finnie, P. S. B., Thomazeau, A., Li, A. Y., Cooke, S. F., Bear, M. F. Abstract: In mouse primary visual cortex (V1), familiar stimuli evoke significantly altered responses when compared to novel stimuli. This stimulus-selective response plasticity (SRP) was described originally as an increase in the magnitude of visual evoked potentials (VEPs) elicited in layer (L) 4 by familiar phase-reversing grating stimuli. SRP is dependent on NMDA receptors (NMDAR) and has been hypothesized to reflect potentiation of thalamocortical synapses in L4. However, recent evidence indicates that the synaptic modifications that manifest as SRP do not occur on L4 principal cells. To shed light on where and how SRP is induced and expressed, the present study had three related aims: (1) to confirm that NMDAR are required specifically in glutamatergic principal neurons of V1, (2) to investigate the consequences of deleting NMDAR specifically in L6, and (3) to use translaminar electrophysiological recordings to characterize SRP expression in different layers of V1. We find that knockout of NMDAR in L6 principal neurons disrupts SRP. Current-source density analysis of the VEP depth profile shows augmentation of short latency current sinks in layers 3, 4 and 6 in response to phase reversals of familiar stimuli. Multiunit recordings demonstrate that increased peak firing occurs to in response to phase reversals of familiar stimuli across all layers, but that activity between phase reversals is suppressed. Together, these data reveal important aspects of the underlying phenomenology of SRP and generate new hypotheses for the expression of experiencedependent plasticity in V1. Copy rights belong to original authors. Visit the link for more info Podcast created by Paper Player, LLC
With all of the new non-caloric sweeteners coming to market like monkfruit and allulose, has our position changed? Are we still a hard no on non-caloric sweeteners? When something sounds too good to be true, it usually is…spoiler alert: we still hate non-caloric sweeteners and recommend against their use! Tune in to learn why! In this episode, we unpack new research on the impacts of non-caloric sweeteners. From their impact on insulin secretion to the way they can wreak havoc on the microbiome to how they can trick the palate and actually cause weight gain, we tell you the whole truth about these substances and why they have no business in your body! Plus learn how our keto approach allows for use of real food sweeteners and hear why using a banana or raw honey in a recipe might not kick you out of ketosis! Also in this episode: . Episode 89: Why We Hate Non-Caloric Sweeteners Why we still can't get on board with non-caloric sweeteners A few exceptions we make for non-caloric sweetenersXClear Nasal Spray GabaCalm Boost and Burn Herbal Ginger Syrup (NCS free) Why Stevia still sucksStevioside acts directly on pancreatic beta cells to secrete insulin: actions independent of cyclic adenosine monophosphate and adenosine triphosphate-sensitive K+-channel activity A Review on the Pharmacology and Toxicology of Steviol Glycosides Extracted from Stevia rebaudiana Contraceptive Properties of Stevia rebaudiana Effects of chronic administration of Stevia rebaudiana on fertility in rats Effects of Sweeteners on the Gut Microbiota: A Review of Experimental Studies and Clinical Trials Molecular evidence of insulinomimetic property exhibited by steviol and stevioside in diabetes induced L6 and 3T3L1 cells Weight gain and insulin resistanceSugar substitutes: Health controversy over perceived benefits - Kirtida R. Tandel, 2011 Effect of artificial sweeteners on insulin resistance among type-2 diabetes mellitus patients Episode 76: Insulin Resistance Highly ProcessedWhat Is a Whole Food and 5 Reasons Why Non-caloric Sweeteners Suck Updates on alluloseGastrointestinal Tolerance of D-Allulose in Healthy and Young Adults. A Non-Randomized Controlled Trial - PMC What about monkfruit?The Fruits of Siraitia grosvenorii: A Review of a Chinese Food-Medicine - PMC Effects of aspartame-, monk fruit-, stevia- and sucrose-sweetened beverages on postprandial glucose, insulin and energy intake Insulin secretion stimulating effects of mogroside V and fruit extract of luo han kuo (Siraitia grosvenori Swingle) fruit extract Gain weight by "going diet?" Artificial sweeteners and the neurobiology of sugar cravings: Neuroscience 2010 Intense sweeteners, energy intake and the control of body weight Yacon Syrup Microbiome Impact of Non-caloric SweetenersAre non-nutritive sweeteners obesogenic? Associations between diet, faecal microbiota, and short-chain fatty acids in morbidly obese subjects Impact of gut microbiota on host glycemic control Non-nutritive sweeteners in weight management and chronic disease: A review Effects of aspartame-, monk fruit-, stevia-, and sucrose-sweetened beverages on post-prandial glucose, insulin and energy intake Episode 323 Ozempic, Wonder Drug or Too Good to be True? Our Favorite Natural SweetenersRaw Walnut Fudge Chocolate Peanut Butter Gelatin Low Carb Collagen Zucchini Muffins The Anti-Anxiety Diet Cookbook Naturally Nourished: Food-as-Medicine for Optimal Health ebook Supplements for taming sugar cravingsGI lining Powder GABA calm Berberine Boost Sponsors for this episode: This episode is sponsored by Carnivore Snax, a delicious snack combining just 2 ingredients: meat and Redmond Real Salt! These melt-in-your-mouth meat pastries are like no other dehydrated meat product or jerky on the market. We love that Carnivore Snax are a pro-America brand who sources from US farmers practicing regenerative agriculture and are verified by the Savory Institute confirming their carbon sequestering status. Check out the ribeye, pork loin, brisket and leg of lamb for just a few of our favorites! Use code ALIMILLERRD to save 15% off your order and get free shipping on $125 or more at carnivoresnax.com.
Jimmy is joined by Katrina Calihan, Executive Coach and Co-Founder of Wind + Sail Leadership Partners, to discuss and demystify executive coaching. Jimmy and Katrina have been working together since 2019 when they launched L6, the leadership development program that has now become a staple inside ParkerGale and our portfolio businesses. On today's show, they discuss the landscape of executive coaching and why the impact of an executive coach can be so profound by “bringing you into the room” to a coaching engagement. They also give tips for finding the right coach if you are currently on the market. Katrina even gets Jimmy to talk a little about his own experience with his coach. This episode is especially for the skeptics. For you all, executive coaching may very well be one of the biggest investments in yourself or in the leaders around you that you aren't making. Listen to find out why.
In the first of our daily FIFA World Cup 2022 betting tips, host Carl Lewis is joined by coach and analyst Grant de Smidt and punter David Kappel. The podcast includes a tactical preview, predictions and betting tips. Qatar is the smallest country to ever host the FIFA World Cup but easily the most controversial; accusations of bribery and corruption surfaced soon after FIFA awarded them hosting rights in 2010, and since then they've faced intense pressure over several issues including their treatment of migrant workers and environmental concerns. With the country's human rights record and anti-homosexuality stance making headlines, ex-FIFA President Sepp Blatter admitted earlier this month that awarding them the tournament was “a mistake”. Whatever the rights or wrongs, for the first time nations must play a World Cup in November and December, making this unfamiliar territory for everyone and uncomfortable for many. Under their coach of five years Félix Sánchez, the Qataris have opted for continuity and prepared for their World Cup debut by playing numerous friendlies this year, with their current six-match unbeaten run (W5, D1 – includes unofficial friendlies) starting with a creditable 2-2 draw against Chile. They've proved themselves in tournament football too by finishing third in last year's Arab Cup as hosts while they won the last edition of the Asian Cup in 2019. That experience, as well as Copa Ámerica and Gold Cup appearances, should help them against an Ecuador side making their fourth appearance at a World Cup finals and who finished fourth in the CONMEBOL World Cup qualification standings (W7, D5, L6). They've been steady in their subsequent games too (W2, D4) but with all four of those draws ending goalless, Argentine coach Gustavo Alfaro will need to find the key to unlocking their attacking potential if they're to become the first side to beat the host nation in a World Cup opener. Another dull stalemate would be unusual as not since 1978 has the World Cup begun with a goalless draw and the era of hosts playing the first game (2006 onwards) has usually provided plenty of entertainment. Qatar will now seek to emulate Germany (W 4-2 v Costa Rica in 2006), Brazil (W 3-1 v Croatia in 2014) and Russia (W 5-0 v Saudi Arabia in 2018), who all pleased their fans while getting the tournament off to a flier.
Welcome to The Nonlinear Library, where we use Text-to-Speech software to convert the best writing from the Rationalist and EA communities into audio. This is: Research summary: brain cell counts in Black Soldier Flies (Hermetia illucens; Diptera: Stratiomyidae), published by Rachel Norman on August 15, 2022 on The Effective Altruism Forum. Summary An organism's number of brain cells (e.g., neural processing power) may be a relevant proxy in assessing its likelihood of being sentient and, consequently, its capacity for welfare. In addition, quantitative proxies like brain cell numbers allow for more objective comparisons of moral weight across species, or across developmental stages within the same species. Isotropic fractionation (IF), a technique recently pioneered for application in insects by Godfrey et al. 2021, allows for insect brain cells to be quickly and reliably counted. IF can be used to determine the number of brain cells in insects, such as the black soldier fly (BSF; Hermetia illucens). Billions of BSFs are farmed annually across the globe, mainly to be used as animal feed, and the industry is growing. Understanding the likelihood of sentience in BSFs is important due to the massive scale of this new agricultural sector. My study co-authors and I determined the number of brain cells in adult male and female BSFs as well as L1, L4, and L6 stage larvae. As shown in the paper (preprint here), larvae produced a 9-fold increase in brain cell numbers across larval development; pupation caused a 16-fold increase in brain cell numbers for adults. Adult BSFs had an average of ~331,000 brain cells; males and females differed in the number of cells in their brains, due to differences in the optic lobes (peripheral processing regions responsible for the input of visual information). In the central brain, BSF adults had ~42,000 CB cells irrespective of sex. These data allow for BSF (at multiple developmental stages) to be included in interspecific welfare comparisons that use brain cells as a relevant measure of capacity for welfare. Caveats This post assumes sentience in insects is possible, but does not attempt to assess how probable it is based on the data gathered. In addition, it assumes cognitive capacity may be considered a proxy for sentience. Brain cell counts by themselves provide limited evidence for cognitive capacity, and should be used in conjunction with other behavioral and anatomical data. With insects there is often very little data on these other features (recently reviewed here); brain cell counts may represent an initial foray, then, into understanding a species' cognitive complexity. Thus, this research does not assess cognitive sophistication, nor the capacity for welfare in BSF, but may still be of interest to those working to understand BSF sentience. This post is not meant to examine the utility, or pros/cons, of brain cell numbers as a proxy for cognitive capacity, sentience, or moral weight. The data reported herein are for total brain cell numbers, which includes non-neuronal cell populations. Data from other Diptera (flies, mosquitoes, etc.) suggest neurons may make up ~90% of all brain cells (Raji & Potter 2021). Introduction Between 200 and 300 billion individual black soldier flies (BSFs) are estimated to be farmed annually to be used as animal feed, and the industry is expected to grow (Rowe 2020). The vast majority of farmed BSFs are killed as larvae. Larvae have excellent biomass conversion abilities (Cicková et al. 2015, Lalander et al. 2015), and exchange any waste products they may consume into nutrition for livestock and exotic pets (among other products; Lee et al. 2021, Hopkins et al. 2021, de Souza Vilela et al. 2021). BSFs belong to the order Diptera, family Stratiomyidae; they are in the same order as the model organism, Drosophila melanogaster (though D. melanogaster belongs to a different family, Drosophilidae). BSFs are native to the Neotropics, but due to globalization have...
In this episode, kids learn how to bring glory to God by doing good. Matthew 5:16, "Let your good deeds shine out for all to see." L6 (video on Spotify) #kids, #christiankids, #Biblestoriesforkids, #storiesforkids, #puppets, #letyourlightshine, #kidscanlearngodsword, #disciplesforjesus, #fishbytes4kids, #roncarriewebb, #ronandcarriewebb, #shineforjesus, #matthew5:16, #letyourgooddeedsshine, #jesushealedthemall, #jesusourhealer
You can listen to the conversation on: Spotify, Apple, at anchor, and via RSS.Hi everyone,I am a big fan Marc Rubinstein and his Net Interest substack and was very excited to finally record a conversation with him. Marc previously covered financials and fintech as a research analyst and hedge fund investor and now shares his takes on the sector with his readers on a weekly basis. It's a very well written and insightful lens on a fascinating corner of the market.I spent the first couple of years of my career as an analyst at Macquarie Group dealing with financials - with leasing and lending companies which we acquired for my employer's balance sheet. My view has been shaped by this early period of bargain hunting and I later struggled with fintech companies and their valuations. As Marc explains, financials are a unique sector with its own rules and heuristics where growth can be treacherous and the balance sheet is of supreme importance.It can be especially tricky to tell apart secular change from the credit cycle. As Jim Chanos said last week on Odd Lots, “every down cycle since ‘98 has seen those companies blow up, because it turns out they didn't have a better mousetrap. They just had the credit cycle at their back.”Marc and I talked about banks, fintech, the importance of incentives and culture, payments, the need to watch regulators, private equity and how alternative asset managers have been picking up business from investment banks, and the danger of relying on the view of CEOs too far removed from the risk.I'm going to share a few of my favorite writings by Marc followed by show notes. I hope you enjoy the conversation.Disclaimer: I write and podcast for entertainment purposes only. This commentary reflects a personal opinion, is not investment advice, and should not be relied on to make investment decisions. The views reflected in this commentary are subject to change at any time without notice. Do your own work and seek your own financial, tax, and legal advice before making any investment decisions.Why learn about financials?For a start, there's something exclusive about them. There are some industries on which everyone has a view. Supermarkets for example, or consumer tech. Financials isn't one of those industries…Second, financials are everywhere. Even companies that on the face of it aren't, can be financial companies in disguise.The third aspect of financials that makes them especially compelling is they're a great metaphor for the world around us. The financial system operates as a complex adaptive system. It consists of a network of banks and other financial institutions each of which operate according to their own incentives.Dotcom 2.0 (online brokers, asset managers, Silicon Valley Bank):I actually remember where I was the day the dot-com bubble burst. It was March 2000 and I was sitting in a newly-opened branch of Starbucks near my home in London, reading a copy of the Financial Times. …Commodities trading. In commodity trading, there are three ways to make money:Geographic arbitrage. Unlike financial markets, where pricing relationships are normally stable across regions, proximity to a product in the physical trading world can have a big impact on pricing. Commodity trading firms can leverage logistical capabilities to source product in one location and deliver in another, taking advantage of pricing differences between the two.Product arbitrage. Pricing differences exist between different blends, grades or types of the same commodity. There are over 160 tradable crude oil products with many different refined products and numerous end-users with highly specific requirements. By changing the form of the commodity, traders can lock in a profit. Time arbitrage. Over the long term, supply and demand tend to find a balance but, on shorter term horizons, they can remain out of sync. Trading firms can take advantage by storing commodities when supply is unusually high and drawing down inventories when demand is unusually high.What Sort of a Business is Investment Banking?For investment banks, risk management is their business. If they take risk, match risk and source risk, they can't outsource the management of that to a chief risk officer; it's the job of the frontline staff. How that all hangs together – how the incentives of staff are reconciled with the health of the firm comes down to the culture of the firm. And culture takes a long time to build, longer than most participants in fast-moving markets have the energy to invest.Buffett's BanksFinancial companies have a tradition of courting disaster, and Buffett's names are no exceptionThis is not by Marc but a related idea worth keeping in the back of our head: Aswath Damodaran recently discussed how in countries with sustained high inflation “every company becomes a financial service company, because they discover it's easier to run a bank on the side and lend money out short term than it is to build factories or toll roads.”Show notes* Marc's experience during the dotcom crash, when being a stock analyst “was kind of the coolest job you could have”* “These cycles are a feature of history, financial services companies sit at the heart of that. One way of thinking about a financial company is like a platform that is an intermediary. It intermediates supply and demand. But because incentives are such that the financial services company makes more money through volume, be that credit volume, be that trading volume, they're incentivized to create additional supply.”* Institutions adapting to the last down cycle:* (Druckenmiller talked about this at the Ira Sohn conference.)* [11] “That's a really good heuristic. Regulators and all market participants have a tendency to fight the last battle. They'll create a framework which will make the last battle less likely, but such is the nature of markets problems will emerge elsewhere. Looking at financials you can see that. 2000, 2001, 2002, we saw a corporate credit downturn triggered by fallen angels in credit markets and a number of banks, JP Morgan being one, suffered materially from corporate credit losses. The banks that suffered the most in that cycle, rough rule of thumb, suffered the least in the financial crisis. JP Morgan outperformed in that crisis.”* Parallels to the 1994 bond market massacre:* [14] “One precedent for what's going on in markets right now, really sharp hikes in interest rates, was February 1994 when Allen Greenspan hiked rates. It was a complete surprise to the markets and brokers, dealers, and banks weren't able to position for it. It's a reason why the Fed, highly topical, is very anxious not to deliver surprises".”* The growth conundrum:* [17] “I'm not a fan of growth. Any finance analyst is rightly wary of growth. Growth can be very, very cheaply manufactured, you're giving away money. What's more important than the volume of that is the pricing. And you don't have visibility on the pricing of that until further down the line.”* Hidden financials:* [25] “I talk about various reasons why financials are interesting. One of them is that many companies are financials in disguise. There's the famous Enron conference call back in 2001, Jeff Skilling calls the analyst an a*****e for asking, he says, ‘you're the only financial institution that doesn't publish its balance sheets.' And the focal point of that in the market is oh, wow. Jeff Skilling called the analyst names. To me it's, hang on a sec, no one actually realized that Enron was a financial company.”* GE Capital, growth, and private equity:* [31] “The yardstick for success at GE parent company was EPS growth. And GE Capital was a huge contributor towards that. Growth at a financial services company is not the way to track it. The model hasn't gone away, it's gone into private hands. Apollo is trying to recreate GE capital in its own terms.”* “They've filled a vacuum that was left when investment banks … they're not as powerful anymore. Private equity is a small part of what they do, the alternative managers, they now fill that vacuum … and they do a lot of the activities that investment banks historically used to do.”* Measuring success and competition: * “Like all sectors, you're looking ultimately for a return on invested capital that exceeds a certain hurdle rate, that reflects a willingness to return capital to shareholders.”* [36] “Competition is really damaging in financial services marketplace. Unlike antitrust policy makers, financial regulators don't promote competition. Some of the most successful banking systems globally, from a regulator's perspective, that have not suffered a financial crisis, have been some of the most concentrated banking systems. Canada is a very good example. In Ireland today, there are only two banks as a response to the financial crisis.”* “When looking at risk at banks and in financial services, you are looking for banks that aren't trying to over compete.”* Looking at financials as an investor:* [40] “One of the reasons why I think the finance sector is so attractive is that you have all the characteristics in there. There's growth, there is value, here's momentum. All kind of factors that apply elsewhere apply within financial services.”* “It's not a complex sector and we haven't talked about that yet, but something worth mentioning is that complexity is a feature to run away from.”* “There's no intellectual property, there is a commodity component really to it. Therefore banks often layer on complexity. Run away from that.”* “Look first and foremost at the balance sheet. Understand the balance sheet. Because of that it's helps to be quite close to credit markets.”* [45] “We had a global mandate and I think that's hugely powerful to be able to see patterns across borders. Banks and financials are quite local because they are regulated on a local basis. The products themselves culturally tend to be quite local. A mortgage in the US is nothing like a mortgage in Germany. The products are quite different, but market cycles and human behavior and competitive dynamics being the same, seeing patterns across countries is hugely powerful.”* “The lesson from China with Alipay is that when non-bank, financials get to a certain size, regulators will come in. Another tool of the financial analyst is to stay close, to watch what regulators are doing hugely. That's hugely important.”* Payments* [53] “Historically payments were almost a byproduct of banking. Banking was deposit taking fundamentally and because the liquidity sat at the bank, banks offered payments mechanisms. Increasingly, we're seeing that turned on its head and payments is becoming kind of the X of the relationship because of the data it throws off and the frequency.”* Fintech and customer engagement;* Robin hood is that actually* [54] “One of the reasons why I'm a bit cautious on business models like Robinhood is that to do finance well, engagement is a negative. You don't want your customer, objectively an investor, shouldn't be looking two hours a day on their portfolio. And yet they're incentivized to, to create that. There's a massive misalignment here between good investment practice and what these companies are aligned to do.”* “The problem with insurtech, a lot of insurance companies went public in 2020-2021, and they've performed very badly because it's a product customers only buy once a year. The inverse happens. There's no way really to create engagement. Payments is the sweet spot payments. There is a frequency of use that's not in conflict with good practice from the consumer's perspective. Companies offering payments are able to pick up data and that's hugely powerful when it then comes to credit underwriting.”* Which CEOs does he follow closely?* [59] “Jamie Dimon is very good. He's been around for a long time. Blackstone, whether it's Schwartzman or John Gray. Very insightful. And Marc Rowan at Apollo has a great understanding of financial services.”* The concept of the L6:* “I'm halfway through Michael Lewis's book on the pandemic, Premonition. I wasn't going to because in my view any book written about the pandemic was too soon. But I saw him being interviewed and it was pretty compelling.He makes this really interesting point about what he calls L6, stands for level six in an organization. He says, if you want to understand anything, then go six levels down in an organization. At that level you'll find the person who understands what it is you're looking at. And he said it was true in finance in particular … So I think a lot of CEOs don't necessarily know what's going on.” This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit alchemy.substack.com/subscribe
不知大大們是否還記得幾年前在台中BMW大七和Altis對撞的新聞，當事者的大七系列就是代號E38的740i。E38 7系列在1994年推出取代E32，低扁修長的車身是它外型上的特點。在台灣推出時動力計有L6 2.8L、V8 3.0L、V8 3.5L、V8 4.0L、V12 5.4L五種型式，E38內裝、配備豪華度較上一代有著長足的進步，而在1997年，車長5.37米的L7豪華現身了，當年L7在台灣竟還有著不錯的銷售表現。本集我們談E38 1998年小改款前的故事，下一集則是以1998年小改款後的車款為主，一起隨著Celsior回味90年代BMW的豪華風！ 想回味L7的精采介紹： Apple Podcast：https://tinyurl.com/24d93grm Spotify：https://tinyurl.com/2czf3xqk KKBOX：https://tinyurl.com/2a46d59f Anchor：https://tinyurl.com/23y77p8b Google Podcast：https://tinyurl.com/26dyxcwu SoundOn：https://sndn.link/actionplanet/xpXVyi
On March 25th, 2005, Anna Ayala erupted in a scream. She had found a human finger in her Wendy's chili. Throughout this episode, Rachel replaced the word "finger" with "circus peanut" as it is something that is equally disgusting but does not make her feel light headed to talk about. Anna was quick to hire a lawyer, however, many began to question the legitimacy of her claim. Turns out, she had scammed before and was likely scamming again. She conveniently decided to stop pursuing legal action against Wendy's, but seeing as they had lost an estimated $2.5 million dollars it was clear Anna was not getting off easy. The police began to investigate where this finger had come from. In a weird turn of events it was suspected the finger may have come from an incident where a woman was bitten by a spotted leopard? Listen now to hear the twists and turns on this roller coaster of a case. ABC's ‘Good Morning America' on Finger in Chili Again - https://www.youtube.com/watch?v=L6-kxlrwuc8 https://en.wikipedia.org/wiki/Anna_Ayala https://www.snopes.com/fact-check/finger-food/ https://www.seattletimes.com/nation-world/finger-put-in-wendys-chili-was-cooked-first/ https://www.nbcbayarea.com/news/local/wendys-chili-finger-lady-comes-clean/1884507/ https://www.nbcnews.com/id/wbna7487945 https://www.chron.com/news/nation-world/article/Animal-rescuer-links-leopard-bite-to-finger-in-1483211.php
You're welcome in the clubhouse where KC and his friends learn to share God's Word. In this episode, kids learn how to bring glory to God by doing good. Matthew 5:16, "Let your good deeds shine out for all to see." L6 #kids, #christiankids, #Biblestoriesforkids, #storiesforkids, #puppets, #letyourlightshine, #kidscanlearngodsword, #disciplesforjesus, #fishbytes4kids, #roncarriewebb, #ronandcarriewebb, #shineforjesus, #matthew5:16, #letyourgooddeedsshine, #jesushealedthemall, #jesusourhealer
In this episode, we continue our quest for understanding the effect saturated fats have on muscle insulin signaling and mitochondrial health - however, beyond that, we'll be looking at how unsaturated fats may protect against the deleterious effects of saturated fat? Let's see.. Study, Notes, & Amendments: https://www.physionic.org/examine/%5Bs28%5D-different-effects-of-oleate-vs.-palmitate-on-mitochondrial-function%2C-apoptosis%2C-and-insulin-signaling-in-l6-skeletal-muscle-cells%3A-role-of-oxidative-stress- Video: https://youtu.be/TiO16KoH0Fs Study Title: Different effects of oleate vs. palmitate on mitochondrial function, apoptosis, and insulin signaling in L6 skeletal muscle cells: role of oxidative stress. Larysa Yuzefovych
The old lady bee got up and flew Was praising God and Chubbee too “You're a good bee—thank God for you! Not many bees pray like you do!” L6 #roncarriewebb, #fishbytes4kids, #biblelessons
You're welcome in the clubhouse where KC and his friends learn to share God's Word. In this episode, kids learn to bring glory to God by doing good. Matthew 5:16, "Let your good deeds shine out for all to see." L6 #roncarriewebb, #fishbytes4kids, #biblelessons
AMLO negó que Guardia Nacionales y elementos de la FGJ de Oaxaca estuvieran retenidos. AMLO insiste en el regreso a clases en agosto. Caos y aglomeraciones por fallas en la L6 del STCM. #MilenioPodcast #MilenioNoticias #AzucenaxMILENIO Azucena por Milenio, con Azucena Uresti. Lunes a viernes a las 22:00 horas, por Milenio Televisión
By Walt HickeyWelcome to the Numlock Sunday edition. This week, another podcast edition! This week, I spoke to MIT Technology Review editor Karen Hao, who frequently appears in Numlock and wrote the bombshell story “How Facebook Got Addicted to Spreading Misinformation.”The story was a fascinating look inside one of the most important companies on the planet and their struggles around the use of algorithms on their social network. Facebook uses algorithms for far more than just placing advertisements, but has come under scrutiny for the ways that misinformation and extremism have been amplified by the code that makes their website work. Karen's story goes inside Facebook's attempts to address that, and how their focus on rooting out algorithmic bias may ignore other, more important problems related to the algorithms that print them money.Karen can be found on Twitter, @_Karenhao at MIT Technology Review, and at her newsletter, The Algorithm, that goes out every week on Fridays. This interview has been condensed and edited. You wrote this really outstanding story quite recently called, “How Facebook Got Addicted to Spreading Misinformation.” It's a really cool profile of a team within Facebook that works on AI problems, and extensively was working towards an AI solution. But as you get into the piece, it's really complicated. We talk a lot about algorithms. Do you want to go into what algorithms are in the context of Facebook?What a question start with! In the public conversation when people say that Facebook uses AI, I think most people are thinking, oh, they use AI to target users with ads. And that is 100 percent true, but Facebook is also running thousands of AI algorithms concurrently, not just the ones that they use to target you with ads. They also have facial recognition algorithms that are recognizing your friends in your photos. They also have language translation algorithms, the ones when someone posts something in different language there's that little option to say, translate into English, or whatever language you speak. They also have Newsfeed ranking algorithms which are ordering what you see in Newsfeed. And other recommendation algorithms that are telling you, hey, you might like this page, or you might want to join this group. So, there's just a lot of algorithms that are being used on Facebook's platform in a variety of different ways. But essentially, every single thing that you do on Facebook is somehow supported in part by algorithms.You wrote they have thousands of models running concurrently, but the thing that you also highlighted, and one reason that this team was thrown together, was that almost none of them have been vetted for bias.Most of them have not been vetted for bias. In terms of what algorithmic bias is, it's this field of study that has recognized that when algorithms learn from historical data they will often perpetuate the inequities that are present in that historical data. Facebook is currently under a lawsuit from the Housing and Urban Development agency where HUD alleges that Facebook's ad targeting algorithms are showing different people different housing opportunities based on their race, which is illegal. White people more often see houses for sale, whereas minority users more often see houses for rent. And it's because the algorithms are learning from this historical data. Facebook has a team called Responsible AI, but there's also a field of research that's called responsible AI that's all about understanding how do algorithms impact society, and how can we redesign them from the beginning to make sure that they don't have harmful unintended consequences?And so this team, when they spun up, they were like "none of these algorithms have been audited for bias and that is an unintended consequence that can happen that can legitimately harm people, so we are going to create this team and study this issue." But what's interesting, and what my main critique is in the piece, is there are a lot of harms, unintended harms, that Facebook's algorithms have perpetuated over the years, not just bias. And it's very interesting why they specifically chose to just focus on bias and not other things like misinformation amplification, or polarization exacerbation. Or, the fact that their algorithms have been weaponized by foreign actors to disrupt our democracy. So, that's the main thrust of the piece, is that Facebook has all these algorithms and it's trying, supposedly, to fix them in ways that mitigate their unintended harmful consequences, but it's going about it in a rather narrow minded way.Yeah. It definitely seems to be a situation in which they're trying to address one problem and then alluding to a much larger problem in that. Can you talk a little bit about like, again, one of the issues that they have is that there's this metric that you write about called L6/7. How does their desire for engagement, or more specifically not ever undermining engagement, kneecap some of these efforts?Facebook used to have this metric called L6/7. I'm actually not sure if it's used anymore, but the same principle holds true, that it has all of these business metrics that are meant to measure engagement on the platform. And that is what it incentivizes its teams to work towards. Now I know for a fact that some of these engagement metrics are the number of likes that users are hitting on the platform, or the number of shares, or the number of comments. Those are all monitored. There was this former engineering manager at Facebook who had actually tweeted about his experience saying that his team was on call, every few days they would get an alert from the Facebook system saying like, comments are down or likes or down, and then his team would then be deployed to figure out what made it go down so that they could fix it. All of these teams are oriented around this particular engagement maximization, which is ultimately driven by Facebook's desire to grow as a company. What's interesting is I realized, through the course of my reporting, that this desire for growth is what dictates what Facebook is willing to do in terms of its efforts around social good. In the case of AI bias, the reason why it is useful for them to be working on AI bias is actually for two reasons.One is they're already under fire for this legally. They're already being sued by the government. But two, when this responsible AI team was created, it was in the context of big tech being under fire already from the Republican-led government about it allegedly having anti-conservative bias. This was a conversation that began in 2016 as the presidential campaign was ramping up, but then it really picked up its volume in 2018 in the lead up to the midterm elections. About a week after Trump had tweeted #stopthebias in reference to this particular allegation towards big tech, Mark Zuckerberg called a meeting with the head of the responsible AI team and was like, "I need to know what you know about AI bias. And I need to know how we're going to get rid of it in our content moderation algorithms."And I'm not sure if they explicitly talked about the #stopthebias stuff, but this is the context in which all of these efforts were ramping up. My understanding is Facebook wanted to invest in AI bias so that they could definitively say, "Okay, our algorithms do not have anti-conservative bias when they're moderating content on the platform." And, use that as a way to keep regulation at bay from a Republican-led government.On the flip side, they didn't pursue many of these other things that you would think would fall under the responsible AI jurisdiction. Like the fact that their algorithms have been shown to amplify misinformation. During a global pandemic, we now understand that that can be life and death. People are getting COVID misinformation, or people were getting election misinformation that then led to the US Capitol riots. They didn't focus on these things because that would require Facebook to fundamentally change the way that it recommends content on the platform, and it would fundamentally require them to move away from an engagement centric model. In other words, it would negatively impact its growth. It would hinder Facebook's growth. And that's what I think is the reason why they didn't do that.One part that's interesting is Facebook was not instantaneously drawn to AI. When The Facebook was made it didn't involve AI. AI is a solution to another suite of problems that it had in terms of how do you moderate a social network with billions of people, an order of magnitude larger than anyone has ever moderated before, I suppose.It's interesting. At the time that Facebook started, AI was not really a thing. AI is a very recent thing, it really started to show value for companies in 2014. It's actually really young as a technology, and obviously Facebook started way before 2014. At the time they adopted AI in late 2013, early 2014, because they had this sense that Facebook was scaling really rapidly. There was all of this content on the platform, images, videos, posts, ads, all this stuff. AI, as an academic research field, was just starting to see results in the way that AI could recognize images, and it could potentially one day recognize videos and recognize text and whatever.And the CTO of the company was like, "Hey, this technology seems like it would be useful for us in general, because we are an information rich company. And AI is on a trajectory to being really good at processing information." But then also what happened at the same time was there were people within the company as well that started realizing that AI was really great at targeting users, at learning users' preferences and then targeting them, whether it was targeting them with ads to or targeting them with groups that they like or pages that they like or targeting them with the posts from the friends that they liked the most.They very quickly started to realize that AI is great for maximizing engagement on the platform, which was a goal that Facebook had even before they adopted AI, but AI just became a powerful tool for achieving that goal. The fact that AI could help process all of this information on Facebook, and the fact that it could really ramp up user engagement on the platform, collided and Facebook decided we're going to heavily invest in this technology.There's another stat in your article that really just was fascinating to see laid out. You wrote about how there's 200 traits that Facebook knows about its users, give or take. And a lot of those are estimated. The thing that's interesting about that is I feel like I've told Facebook fairly limited amount of information about myself in the past couple of years. I unambiguously directly told them like, yes, this is my birthday. This is where I live now. This is where I went to college. And then from that, and from their algorithms, and from obviously their myriad cookie tech, they've built this out into a suite of 200 traits that you wrote about. How did AI factor in in that, and how does that lead into this idea of fairness that you get at in the piece?Yeah, totally. The 200 traits are all about, they're both estimated by AI models, and they're also used to feed AI models. It's dicey territory to ask for race data. Like when you go to a bank, that's part of the reason why they'll never ask you race data because they can't decide banking decisions based on your race. With Facebook that's the same, but they do have a capability to estimate your race by taking a lot of different factors that could highly correlate with certain races. They'll say like, if you are college educated, you like pages about traveling, and you engage a lot with videos of guys playing guitar, and you're male, and you're like within this age, and you live in this town, you are most likely white.I was about to say, you are a big fan of the band Phish. We're kind of barking up the same tree here, I suspect.They can do that because they have so much data on all the different things that we've interacted with on the platform. They can estimate things like your political affiliation, if you're engaging with friends' posts that are specifically pro-Bernie or whatever, you are most likely on the left of the political spectrum in the US. Or, they can estimate things like, I don't know, just random interests that you might have. Maybe they figure out that you really like healthy eating, and then they can use that to target you with ads about new vegan subscriptions, whatever it is. They use all of these AI models to figure out these traits. And then those traits are then used to measure how different demographics on Facebook, how different user groups engage with different types of content in aggregate.The way that this ties to fairness, and then ties to this broader conversation around misinformation? So this Responsible AI team was really working on building these tools to make sure that their algorithms were more fair, and make sure that they won't be accidentally discriminating against users, such as in the HUD lawsuit case, by creating these tools to allow engineers to measure once they've trained up this AI model. Okay, now let's like subdivide these users into different groups that we care about usually based on protected class, based off of these traits that we've estimated about them, and then see whether or not these algorithms impact one group more than another.So, it allows them a chance to stress test algorithms that are in development against what it hypothetically would do?Exactly.Sick.The issue is that even before this tool existed, the policy team, which sits separately from the Responsible AI team, they were already evoking this idea of anti-conservative bias, and this idea of fairness, to undermine misinformation efforts. So, they would say, "Oh, this AI model that's designed to detect anti-vax information and limit the distribution of anti-vax misinformation, that model, we shouldn't deploy it because we've run some tests and we see that it seems to impact conservative users more than liberal users, and that discriminates against conservatives, so unless you can create this model to make sure it doesn't impact conservative and liberal users differently, then you can't deploy it." And there was a former researcher that I spoke to who worked on this model, who had those conversations, who was then told to edit the model in a way that basically made the model completely meaningless. This was before the pandemic, but what he said to me was like, this is anti-vax misinformation. If we have been able to deploy that model at full efficacy, then it could be quickly repurposed to anti-vax COVID misinformation. But now we're seeing that there's a lot of vaccine hesitancy around getting these COVID vaccines. And there were things that basically the policy team actively just did in the past that led to this issue not being addressed with full effectiveness.You talk about this in the piece where instead of fairness being, “we shouldn't have misinformation on the platform, period," it's like, "well, if there's something that could happen that would disproportionately affect one side or the other, we can't do it." Even if one side — I'm making this up — but let's say that liberals were 80 percent of the people who believed in UFOs. And if we had a policy that would roll out a ban on UFO content and it would disproportionately affect liberals, then that would be stymied by this team?Yes and no. The responsible AI team, what's really interesting is they sent me some documentation of their work. The responsible AI team, they create these tools to help these engineers measure bias in their models. But they also create a lot of educational materials to teach people how to use them. And one of the challenges of doing AI bias work is that fairness can mean many, many different things. You can interpret it to me in many different things.They have this specific case study about misinformation and political bias, where they're like, if conservatives posted more misinformation than liberals, then fairness does not mean that this model should impact these two groups equally. And similarly, if liberals posted more misinformation than conservatives, fairness means that each piece of content is treated equally. And therefore the model would, by virtue of treating each piece of content equally, impact liberals more than conservatives. But all of these terms are really spongy. Like "fairness," you can interpret it in so many different ways. Then the policy team was like, “we think fairness means that conservatives and liberals cannot be treated differently." And that was what they were using to dismiss, weaken, completely stop a lot of different efforts to try and tamp down misinformation and extremism on the platform.Where are we at moving forward? It seems like you had alluded to AI being really central to Facebook's policy. And this team, even physically, was close to Mark Zuckerberg's desk. Where are we at moving forward now? Is there a chance that the policy team will lose sway here? Or is there a chance that this is just, it was what it was?I think what I learned from this piece is that there's just a huge incentive misalignment problem at Facebook. Where as much as they publicly tell us, "we're going to fix these problems, we're going to fix these problems," they don't actually change their business incentives in a way that would allow any of the efforts trying to fix these problems to succeed. So, AI fairness sounds great, but AI fairness in service of business growth can be perverted.And if the company is unwilling to change those incentive structures, such that truly responsible AI efforts can succeed, then the problems are just going to keep getting worse. The other thing that I realized is we should not be waiting around anymore for Facebook to be doing this stuff because they promised, after the Cambridge Analytica scandal three years ago, that they were going to fix all these things. And the responsible AI team was literally created a couple of weeks after the Cambridge Analytica scandal, as a response to a lot of the allegations that Facebook was facing then about their algorithms harming democracy, harming society.And in three years, they've just made the problem worse. We went from the Cambridge Analytica Scandal to the US Capitol riots. So, what I learned was, the way that the incentive structures change moving forward will have to come from the outside.Yeah. Because it is also bigger than just the United States. You alluded in your piece to the genocide in Myanmar. There are much bigger stakes than just elections in a developed democracy.That was one of the other things that I didn't really spend as much time talking in my piece about, but it is, I think, pretty awful that some of Facebook's misinformation efforts, which impact its global user population, are being filtered based off of US interests. And that's just not in the best interest of the world's population.Karen, where can people find your work? You write about this stuff all the time and you are the senior editor for AI at MIT Technology Review. So where can folks get ahold of you and find out more about this?They can follow me on Twitter, @_Karenhao. they can find me on LinkedIn. They could subscribe to MIT Technology Review and once they subscribe they would get access to my subscriber only AI newsletter, The Algorithm, that goes out every week on Fridays. If you have anything you'd like to see in this Sunday special, shoot me an email. Comment below! Thanks for reading, and thanks so much for supporting Numlock.Thank you so much for becoming a paid subscriber! Send links to me on Twitter at @WaltHickey or email me with numbers, tips, or feedback at walt@numlock.news. Get full access to Numlock News at www.numlock.com/subscribe
In this episode, I interview one of Day One Careers Alumni, Beee (her Discord nickname). Beee has just accepted an offer to join Amazon UK at an L6 in Product Marketing. In the interview, she talks about her path from FMCG (Consumer Goods) to Tech, her approach to making her professional profile more relevant for Tech, and about preparing for her Amazon interviews. If you are preparing for your Amazon interviews or considering a transition from non-tech to FAANG, I highly recommend that you listen to this interview. As ever, if you'd like to super-charge your Amazon interview preparation, I encourage you to grab this FREE mini-course (https://d1c.io/minicourse) and explore our blog for a range of Amazon interview preparation tips (https://d1c.io/blog).
The old lady bee got up and flew, Was praising God and Chubbee too. "You're a good bee; thank God for you!" L6 #fishbytes4kids, #roncarriewebb
Link to bioRxiv paper: http://biorxiv.org/cgi/content/short/2020.10.19.346023v1?rss=1 Authors: Barros, E. P., Demir, O., Soto, J., Cocco, M. J., Amaro, R. E. Abstract: The tumor suppressor p53 is the most frequently mutated gene in human cancer, and thus reactivation of mutated p53 is a promising avenue for cancer therapy. Analysis of wildtype p53 and the Y220C cancer mutant long-timescale molecular dynamics simulations with Markov state models and validation by NMR relaxation studies has uncovered the involvement of loop L6 in the slowest motions of the protein. Due to its distant location from the DNA-binding surface, the conformational dynamics of this loop has so far remained largely unexplored. We observe mutation-induced stabilization of alternate L6 conformations, distinct from all experimentally-determined structures, in which the loop is both extended and located further away from the DNA-interacting surface. Additionally, the effect of the L6-adjacent Y220C mutation on the conformational landscape of the functionally-important loop L1 suggests an allosteric role to this dynamic loop and the inactivation mechanism of the mutation. Finally, the simulations reveal a novel Y220C cryptic pocket that can be targeted for p53 rescue efforts. Our approach exemplifies the power of the MSM methodology for uncovering intrinsic dynamic and kinetic differences among distinct protein ensembles, such as for the investigation of mutation effects on protein function. Copy rights belong to original authors. Visit the link for more info
Link to bioRxiv paper: http://biorxiv.org/cgi/content/short/2020.08.09.233270v1?rss=1 Authors: Usui, N., Berto, S., Konishi, A., Kondo, M., Konopka, G., Matsuzaki, H., Shimada, S. Abstract: Recent genetic studies have underscored the pleiotropic effects of single genes to multiple cognitive disorders. Mutations of ZBTB16 are associated with autism spectrum disorder (ASD) and schizophrenia (SCZ), but how the function of ZBTB16 is related to ASD or SCZ remains unknown. Here we show the deletion of Zbtb16 in mice leads to both ASD- and SCZ-like behaviors such as social impairment, repetitive behaviors, risk-taking behaviors, and cognitive impairment. To elucidate the mechanism underlying the behavioral phenotypes, we carried out histological studies and observed impairments in thinning of neocortical layer 6 (L6) and a reduction of TBR1+ neurons in the prefrontal cortex (PFC) of Zbtb16 KO mice. Furthermore, we found increased dendritic spines and microglia as well as developmental defects in oligodendrocytes and neocortical myelination in the PFC of Zbtb16 KO mice. Using a genomics approach, we identified the Zbtb16-transcriptome that includes genes involved in both ASD and SCZ pathophysiology and neocortical maturation such as neurogenesis and myelination. Co-expression networks further identified Zbtb16-correlated modules that are unique to ASD or SCZ respectively. Our study provides insight into the differential role of ZBTB16 in ASD and SCZ. Copy rights belong to original authors. Visit the link for more info
Designed by Bruno Sacco, this Roadster (on the base of W124 body modified) this car was a Masterpiece of design, technology, and performance. Available with a manual and automatic gearbox, with L6, V8, and V12 engine and from about 230 hp till 408 (excepting AMG V12 7.1-liter and 7.3-liter engine with more than 525 hp). This last same engine was even given to Pagani for his Zonda. Even today SL R129 is an everyday beautiful car. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/johnny-garage/message
All tracks Original Mix unless specified1. Le Funk - Matt Sassari2. Minds Eye-Spektre (Nicola Moudaber Remix)3. Bunker - Egbert4. Spring - Egbert5. Disorder - Cam Harris/K.A.L.I.L6. Complex - Torsten Kanzler7. Gypsy Woman (La-Da-Dee) - Luca Morris/Mozzy Rekord8. Transition - Dok Martin9. Order - Cam Harris/K.A.L.I.L10. In The End - Schepper11. Royal Fantasy - Dok & Martin12. Global Enslavement - Hefty13. Deconstruction - Paride Saraceni14. Caldera - Kaori/Niereich/Shaym15. Techno?! - Drumcomplex16. Right In The Night ft Plavka - Jam & Spoon Ft Plavka (Pig & Dan Remix)17. Invasion -Zerotonine18. Longshot - 2nd Phase19. Rejected - Joch20. The Hive - KaioBarssalos21. System - Veerus22. Manipulate - Uakoz/Stephen Disario (Ramon Tapia Remix)23. In The End - Schepper24. Jam - Danny Fontana (Steve Mulder Remix)Guest Mix - DJ Wayne DJC (presenter-Beyond Control Techno/Voice FM/Hot Radio)www.facebook.com/DJC51
Sparkie describes the infamous finger in the chili incident. You probably want to hold off on lunch unless you've got an iron stomach. Sources: https://www.nbcbayarea.com/news/local/wendys-chili-finger-lady-comes-clean/1884507/ https://en.wikipedia.org/wiki/Anna_Ayala https://www.snopes.com/fact-check/finger-food/ https://www.usatoday.com/story/news/nation/2013/06/05/wendys-chili-finger-scam/2391495/ Stuff you should know's Great Finger in the Wendy's chili episode https://www.youtube.com/watch?v=KDmcIamx064 https://www.youtube.com/watch?v=L6-kxlrwuc8 https://www.bgfalconmedia.com/leopard-fingered-in-wendy-s-chili-case/article_72c63e33-9203-5096-85c6-5a46c4b07fff.html --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/creepylife/support
Kids learn to bring glory to God by doing good works. Memory Verse: "Let your good deeds shine out for all to see." Matthew 5:16 L6
The old lady bee got up and flew, Was praising God and Chubbee too. "You're a good bee; thank God for you!" L6
You're welcome in the clubhouse where KC and his friends learn to share God's Word. In this episode, kids learn how to bring glory to God by doing good. Matthew 5:16, "Let your good deeds shine out for all to see." L6 #kids, #christiankids, #Biblestoriesforkids, #storiesforkids, #puppets, #letyourlightshine, #kidscanlearngodsword, #disciplesforjesus, #fishbytes4kids, #roncarriewebb, #ronandcarriewebb, #shineforjesus, #matthew5:16, #letyourgooddeedsshine, #jesushealedthemall, #jesusourhealer
You're welcome in the clubhouse where KC and his friends learn to share God's Word! L6
The old lady bee got up and flew, Was praising God and Chubbee too. "You're a good bee; thank God for you!" L6
Ohio State Buckeyes vs Michigan Wolverines Predictions, Picks, and Odds for their showdown on Saturday, November 30, from Michigan Stadium, Ann Arbor, MI. Direct from Las Vegas, the WagerTalk handicapping crew look at the Vegas odds and give their college football expert picks and predictions on the matchup between the Ohio State Buckeyes vs Michigan Wolverines. Current Vegas college football odds have Ohio State Buckeyes favored by 11 over Michigan Wolverines.Ohio State Buckeyes vs Michigan Wolverines PredictionsOhio State looked good in going up 21-0 against Penn State, but let the Nittany Lions get back in the game last week. The Wolverines might give the Buckeyes similar issues, and nothing would please Harbaugh and UM seniors more than snapping losing streak to archrival OSU. Buckeyes are 14-1 SU in the series, but Michigan has covered 4 of L6 of those, and hot UM QB Patterson capable of keeping this one exciting. (analysis provided by The Gold Sheet)
Entrenamiento de mejora continua para profesionales con poco tiempo. Ayudo a incrementar su productividad y su desarrollo personal de manera integral usando L6σ, Kaizen, 5S, 7C, Hansei, Genchi genbutsu y sus herramientas de calidad. Si deseas conocer mis servicios visita: franciscoluismarino.com o contáctame a mi directo en México al: 662-402-0168 LinkedIn: Francisco Luis Marino Instagram / Twitter / FB / Medium: coachluismarino Lee mis columnas en el periódico El Sol de Hermosillo: https://www.elsoldehermosillo.com.mx/analisis/autor/luis-marino
Entrenamiento de mejora continua para profesionales con poco tiempo. Ayudo a incrementar su productividad y su desarrollo personal de manera integral usando L6σ, Kaizen, 5S, 7C, Hansei, Genchi genbutsu y sus herramientas de calidad. Si deseas conocer mis servicios visita: franciscoluismarino.com o contáctame a mi directo en México al: 662-402-0168 LinkedIn: Francisco Luis Marino Instagram / Twitter / FB / Medium: coachluismarino Lee mis columnas en el periódico El Sol de Hermosillo: https://www.elsoldehermosillo.com.mx/analisis/autor/luis-marino
Entrenamiento de mejora continua para profesionales con poco tiempo. Ayudo a incrementar su productividad y su desarrollo personal de manera integral usando L6σ, Kaizen, 5S, 7C, Hansei, Genchi genbutsu y sus herramientas de calidad. Si deseas conocer mis servicios visita: franciscoluismarino.com o contáctame a mi directo en México al: 662-402-0168 LinkedIn: Francisco Luis Marino Instagram / Twitter / FB / Medium: coachluismarino Lee mis columnas en el periódico El Sol de Hermosillo: https://www.elsoldehermosillo.com.mx/analisis/autor/luis-marino
Entrenamiento de mejora continua para profesionales con poco tiempo. Ayudo a incrementar su productividad y su desarrollo personal de manera integral usando L6σ, Kaizen, 5S, 7C, Hansei, Genchi genbutsu y sus herramientas de calidad. Si deseas conocer mis servicios visita: franciscoluismarino.com o contáctame a mi directo en México al: 662-402-0168 LinkedIn: Francisco Luis Marino Instagram / Twitter / FB / Medium: coachluismarino Lee mis columnas en el periódico El Sol de Hermosillo: https://www.elsoldehermosillo.com.mx/analisis/autor/luis-marino
Download the lecture outline here: https://www.dropbox.com/s/l558ryveb3wpw3n/ELIJAH.L6.Wk%203Day3-5.Chris.SOUL%20CARE.docx?dl=0
Update on the page, an L6 penalty gets levied, and testing at Las Vegas with the new package, live broadcast on Facebook
The Big Brothers are here to guide you through season 20 and here we are all the way out Final 3! Adam Poch (Big Brother 13) couldn’t be in studio today but called in to give predictions on what Final 2 will be and how this game will end. The guest for today isn’t a former houseguest or affiliate of the show, it is actually a friend of Haleigh’s from back home named Bethany. Bethany was glad to call in and give her take on the game watching her friend compete and what shocked her the most about seeing her friend on TV. She also gives some insight on Haleigh’s past relationships and if Fessy was a surprise choice for Haleigh in this game. Other Topics on Today’s Big Brothers Can JC Win this game? Does everyone deserve a spot at Final 3 right now and does everyone have their own case to win the game? Is the Jury too bitter or is what we saw a good indicator that we may get a really fair vote? If Tyler were to win the final HoH is there any way he can screw over Kaycee and take JC which would be the smarter game move. Even though they seemed to have dropped the ball in their most important HoH yet, is L6 (or L3 at this point) still one of the greatest alliances in Big Brother history or does this really put a dent in their resume? What is everyone’s argument to why they deserve to win? Can you still win this game being a cut throat player or do you have to be nice? The evolution of the game style of Big Brother Kaycee vs Janelle: Best Female Houseguest Big Brother 21 Casting Promo … Big Brother will return! (It seems) Tyler being Adam’s Tofurkey of the Week Does Adam see Kaycee being a bitter jury member like he was at the time if she gets sent home by Tyler in a cut throat move? Kaycee’s Jokers ranking Check out Adam’s rankings every week on Big Brother Network (http://bigbrothernetwork.com/big-brother-20-player-rankings-week-12/) and follow us all on Twitter @BigBrothersPod @VitoCalise and @HeavyMetalTeddy and PLEASE Subscribe on iTunes!
Technical difficulties held us grounded the last time we went live, but NOT tonight! We are LIVE again tonight 11 PM EST! Tonight we talk about JC's new moves to create a wedge between L6 with Brett becoming his new puppet. Meanwhile Tyler and Angela try to keep a lid on their showmance as Kaycee enters the ring winning a few competitions under the radar. Will Hayleigh survive? And if she does has her reveal of the Hive Jury Pact helped or hurt her? We talk about it all TONIGHT LIVE! 11 PM EST!
„Ryto allegro“: geriausias „Art Vilnius‘18“ jaunasis menininkas Rimas Sakalauskas. Liepos 6-ąją trečią kartą Kaune vyks nemokamų ekskursijų festivalis „L6“.Dienraščių kultūros puslapių apžvalga. Rubrikoje „Kalbos rytas“ – apie mokytojo darbą ir motyvaciją dirbti pedagogu.Ved. Birutė Rutkauskaitė.„Klasikos enciklopedija“ – apie Malborko (Marienburgo) pilį Lenkijoje.Ved. Birutė Rutkauskaitė.
„Ryto allegro“: geriausias „Art Vilnius‘18“ jaunasis menininkas Rimas Sakalauskas. Liepos 6-ąją trečią kartą Kaune vyks nemokamų ekskursijų festivalis „L6“.Dienraščių kultūros puslapių apžvalga. Rubrikoje „Kalbos rytas“ – apie mokytojo darbą ir motyvaciją dirbti pedagogu.Ved. Birutė Rutkauskaitė.„Klasikos enciklopedija“ – apie Malborko (Marienburgo) pilį Lenkijoje.Ved. Birutė Rutkauskaitė.
Hosted by Wink Grey -> Green -> Blue -> Purple -> Gold Secondaries increase at levels 3, 6, 9, and 12 Max bonus is achieved at level 15 Chances of a specific secondary stat (speed) proc’ing on mod upgrades Green: 100% of proc Blue: 75% of at least 1 proc 25% of no proc 25% of 2 proc’s Purple: 70.37% of at least 1 proc 29.6% of no proc 44.45% of 1 proc 22.22% of 2 proc 3.7% chance of proc all 3 times Gold: 68.4% of at least 1 proc 31.6% of no proc 42.2% of 1 proc 21.1% of 2 proc 4.7% of 3 proc .39% chance of proc’ing all 4 times! Gold gives almost 2% less chance of at least 1 proc but gives 1.39% better chance than purple to get 3 or more proc’s Arrow- Speed and Protection (offense for specific teams i.e. clones) Triangle- CritD, CritC, and Protection Multiplexer- Potency, Offense, and Protection (Tenacity for specific situations) Circle- Protection Secondaries: Best: Speed Next best: Raw offense number, protection and %, CritC and potency Better mods really better? 3* -> 3.88% Offense/ 15.5% Protection/ 7.75% Defense/ 26.25% CritD 4* -> 4% Offense/ 16% Protection/ 8% Defense/ 31.5% CritD Tier 1 mod challenge better than Tier 2? Maybe! 2 extra mods per refresh! Leveling Costs: 5* mod -> L3 13.5K -> L6 36K -> L9 74.2K -> L12 168.7K -> L15 486K 4* mod -> L3 8.75K -> L6 24.5K -> L9 43.7K -> L12 92.7K -> L15 250.2K 3* mod -> L3 5K -> L6 15K -> L9 27.5K -> L12 57.5K -> L15 152.5K For ships, * level is all that matters… Put your “bad” mods on the pilots
Hello, space fans! This episode is our No Man's Sky special, featuring Sean McTiernan, in which we talk about these games:Another Metroid 2 RemakeRimworldI Wanna Be The Little RunnerHitmanBoundMad MaxArkham knightRemember MeThe FallDestinySpaceplanPlease ensure you are subscribed to the podcast and tell your friends how good it is or our mums will bloody kill us!!!!!!!!!
On this episode of Build Phase Mark and Gordon talk about Xcode tips, plugins, short cuts and aliases XVim Dash Doc Browser Xcode Dash Plugin OMColorSense CocoaPods for Xcode Alcatraz KSImageNamed Alfred Kaleidoscope iTerm2 xctool Gordon's .lldbinit Gordon's .xvimrc Gordon's aliases for opening directories with Xcode Gordon's fuxcode alias for deleting the derived data folder (Same as Mark's ded alias)
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