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From YouTube: Praise Quant 13 - Review Session
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A
Yeah
I
mean
we
could,
I
think,
like
we
can
start
discussing
a
little
bit
like
the
the
data
and
we
yeah
it'd
be
nice.
If
you
add
the
nodes,
but
I
feel
like.
E
B
B
A
Eight
thirteen
somehow
like
this,
this
part
of
the
table
it's
getting
like
more.
Oh.
A
A
Yeah,
the
most
prizes
was
christopher
for
creating
one
of
the
screaming
center
rewards
system
out
there,
because,
if
you
want
to
know
how
much
you
do
behind
the
scenes,
I
only
have
a
small
window,
and
even
that
requires
superhuman
effort.
Thank
you
for
all
the
calls
you
take
with
me
at
your
5
5
30
a.m.
A
Communities-
okay,
that's
the
same,
but
yeah
we
can
see.
A
B
A
Then
ivy
four
hours
of
outdated
in
the
spring
planning
a
retrospective
agenda,
bought
the
middle
yeah
she's,
so
reliable.
It's
like
95,
55,
x,
workout,
building
out
and,
if
I
chart
that
shows
all
the
various
funds
held
in
the
common
pool,
laser
targeting
and
working
groups.
This
was
a
huge
leap
and
it's
now
integrated
into
the
dashboard.
Our
contribution
to
the
transparency
of
the
tc,
an
understanding
of
true
financial
state,
the
narration
for
the
continued
work
on
structuring
the
neural
tool
for
analyzing
and
distributing
the
words
therefore
creating
yeah.
A
And
also
christopher
for
the
development
updates
to
the
price
dashboard,
including
keywords
filters
and
the
ability
to
replace
active
quantifiers,
see
wait
for
the
huge
update
in
the
cross
period.
Analysis
graph,
interrupt
tool
which
allows
us
to
close
analyze,
quantified
trends
in
characterizing,
the
tc
armatic
g
for
turning
the
price
application
into
something
that
other
communities
are
very
interested
in
nurses
express
those
are
the
most
rewarded
ones.
It'd
be
nice
to
also
see
like
the
least
rewarders.
Once
right,
like
probably
it's
going
to
be
meetings
and
stuff,
but
then
we
can
also
kind
of
compare.
B
We
see
because
usually
the
the
most
highlighted
and
the
most
rewarded
are
one
one
time
things.
So
you
do
it
once
and.
D
B
It
thanks
a
lot
every
day.
Things
is
not
so
high
valuable.
D
D
B
A
B
I
usually
give
eight
for
going
to
a
meeting
and
contributing
five,
if
you're
just
there,
but
then.
B
Yeah,
it
feels
like.
Sometimes
it
feels
like
praise
is
just
a
checkpoint.
A
A
A
Yeah,
instead
of
having
like
this
like
top
highest
rated
contributions
like
have,
like
you
know,
top
10
highest
contributors
and
then
you
have
like
christopher
and
you
see
like
all
places
of
christopher.
You
see
you
know
niche
and
then
all
presidents,
then
this
way
like
you
can
because
if
I
look
at
this
like
christopher
first
mid
second,
it's
like.
A
Why
is
mitch
first
and
christopher
second
right,
I
feel
like
I
don't
have
a
strong
opinion
to
say,
like
mitch
should
be
first
or
or
or
to
say,
yeah,
here's
the
first
first
and
it's
totally
deserved.
You
know
it's
like
how
do
we
make
sure
sure
of
that.
A
Mean
yeah,
I
mean
that's
what
we're
trying
to
do
with
the
analysis
right
like
like
what
we
want
to
prevent
is,
like
you
know,
stuff
like
what,
if
I
don't
know
like,
let's
you
know
fix
it
like
to
some
contributions
and
he
only
have
like
12.
A
and
what
you
know
what
we,
what
we're
trying
to
prevent
is
like
everyone
feels
rewarded,
and
it's
fair.
You
know,
because
the
idea
with
the
analysis
like
to
prevent
something
like
happen
with
the
praise
magadon,
I
don't
know
if
you
are
up
to
date
with
the
price
conflict
we
had
so
yeah.
Basically
it's
like
you
know,
make
sure
like
at
least
during
the
time
the
price
is
getting
like
more
and
more
accurate.
A
So
we
are,
you
know.
Not
let's
say
I
don't
know.
I
mean
the
rewards.
Work
is
cool,
but
let's
say
imagine
like
they
were
tweaking
it,
so
they
get
the
most
rewards
right
and
then
we
should
be
able
to
analyze
and
say.
Oh
look,
all
this
rewards
people,
it's
like
the
first
one.
Why
is
that
and
then
yeah?
Maybe
they
took
an
incredible
job
with
the
rewards
and
they
deserve
it,
but
maybe
they
were
tricking.
A
A
Yeah,
maybe
maybe
you
can
add
on
observations
like
I
mean
I
don't
know
if
it's
possible
for
or
maybe
maybe
it's
possible,
but.
A
B
Just
let
me
praise
the
lord.
Let
me
write
this
down
because
otherwise,
in
my
knees,.
A
B
But
do
you
think
that,
having
like
a
dashboard
of
top
10
would
help
verify
or
because
sometimes
I
feel
like,
I
don't
have
a
lot
of
visibility
on?
What
is
the
impact
of
the
reward
that
I
give
so
and
and
somehow
this
is
related
to
this
graph.
So.
D
B
Quantify
if
I
do
it
like,
as
if
I
give
a
high
a
high
value,
then
maybe
that's
why
grief
is
one
of
the
highest
has
one
of
the
highest
scores
or
mitch
also.
E
B
A
I
think,
like
something
that
happens,
you
know
like
levy
grief,
it's
like
they
are
doing
it
for
so
long.
So
it's
like
yeah
they're
doing
what
they've
been
doing
for
a
year
and
then
it's
people
is
not.
A
You
know
praising
it
just
because
they're
doing
it,
it's
expected
to
get
done
by
them,
rather
than
it's
like
yeah,
like
you
know
like
it's
when,
when
I
invite
someone
to
dinner,
it's
like
thank
you,
but
then,
when
you
go
to
your
mom
house,
normally
it's
like
oh
mom,
give
me
the
food
right
and
then
it's
because
your
mom
is
doing
it
for
the
whole
year
and
then,
when
someone
that
you
don't
know
it's
giving
you
food,
then
you
are
more
surprised.
B
So
somehow
we
have
people
who
who
contribute
a
lot
for
a
long
period
of
time
and
that's
eventually
leading
them
to
have
a
lower
recognition.
A
Mm-Hmm
I
mean
it's,
it's
it's
survival,
that's
there,
for
example.
I
could
also
you
know
like
you
could
also
say
like
why
if
gets,
let's
reward,
maybe
he's
busy
with
you
know,
burning
man
right
now
and
then
he's
not
putting
so
much
work
into
the
dc,
so
he's
not
getting
so
much
worse.
That's
you
know.
It's
like
those
are
variables
that
we
cannot
analyze
because
we
don't
have
the
data
right
like
we
can
see
like
I
know
like
I
just
saw
leaving
around
this
queue.
A
Hey
kobe,
we're
doing
like
some
kind
of
analysis
of
the
two
words
feel
free
to
yeah
I'll,
like
you
with
the
links
of
the
agenda,
and
then
we
also
will
be
having
access
to
all
those
charts.
Yeah
feel
free
to
introduce
at
any
moment.
A
A
Like
I
mean
I
I'm
not
leaving,
but
you
don't
have
some
kind
of
common
sense
with
the
community
and
I
feel
like
it
should
also
like
come
from
the
contributor,
like
I
feel
like
we
should
be
able
to
post
the
rewards
and
then
having
like
people,
should
I
don't
know
like
even
just
feedback,
even
if
we
don't
change
anything
like
maybe
it's
like,
I
feel
underrewarded
and
then
I
say
I
feel
unrewarded,
because
this
this
and
this-
and
I
was
working
on
that
and
no
one
praised
me
for
this
and
blah
blah
blah,
and
then
we
can.
A
When
we
yeah
like
we,
even
if
we
don't
change
it
for
this
current
period
like
we
can
get
those
things
into
account
for
next
next
period
and
see
how
you
know
that's
feedback
like
we
should
put
into
the
the
process,
we
have.
B
Okay,
good,
I
like
it
and
I
like
the
to
address
the
feeling
of
feeling
that
you
are
unrewarded,
because
that's
also
a
way
to
have
visibility
on
how
the
praise
is
affecting
and
how
willing
you
are
to
give
braces
right
so
maybe
have
a
comparison
between.
I
think
we
have
a
graph
like
this.
So
what
how
many
praises
you
received
and
how
many
praises
you
gave
so
there's
no
obligation
for
you
to
do
this,
both
things.
B
But
maybe,
if
you
are
praised,
you
are
more,
you
are
more
eager
or
likely
to
praise
other
people.
So
if
you
feel
unrewarded
and
not
being
praised,
you
maybe
won't
praise
also.
A
A
A
And
then
I
I
mean
just
looking
at
those
numbers
like
I
feel
you
know
like
gideon,
is
putting
a
lot
of
work
in
like
giving
money
to
the
tc
and
he's
like
kind
of
low.
It's
like,
and
there
are
people
like
you
know,
gideon
it's
below
rex
bear
and
t
and
those
guys
I
come
down.
You
know
working
for
gideon,
you
know
it's
like
what
the
manager
gets.
I
mean
I
don't
know,
but
probably
probably
it's
fair.
I
don't
know.
A
I'm
not
saying
like
this
is
incorrect,
but
what
I'm
saying
is
like
you
know,
the
manager
is
getting
less
than
the
people
who
he's
managing.
So
I
don't
I
don't
know,
probably
fair
you
know
like,
but
yeah.
B
B
So
this
is
all
I
think,
to
justify
that.
We
need
more
visibility
on
what
people
are
getting,
why
some
people
are
getting
so
high
prices
and
why
people
are
getting
so
low
braces
right.
E
A
And
also,
I
think
it's
you
know
it
could
be
like
gideon
is
doing.
You
know,
he's
coordinating
the
work,
then
he's
praising
everyone.
Who's
worked
like
doing
work,
but
then
he
doesn't
get
praised
right
because
he's
doing
it
like
just
the
people,
so
the
people
in
his
team
feels
rewarded
and
then
he's
not
getting
fresh
back.
So
that
could
also
be
a
thing
right.
A
Look
you
get
more
rewards
from
what
you
you
know.
This
is
something
I
also
think
it's
kind
of
messed
up
like
you
get
more
rewards
for
just
putting
numbers
in
the
dashboard
for,
but
then
the
work
you
do
right.
If
you
look
at
that,
like
it
looks
like
it's
more
valuable
like
the
time
you
spend
to
the
doctor,
which
is
probably
an
hour,
then
there
are
some
things
you
did,
which
is
probably
one
more.
B
D
B
The
introduction
calls
the
the
one
we
had
and
I
have
I
think,
a
few
points
of
connections,
and
maybe
that's
it.
That's
why
I'm
not
crazy.
I
don't
feel
like.
I
am
not
praised
enough.
You
know
in
my
case,
because
I
don't
my
work
is
mainly
with
the
academy
and
who
gets
the
visibility
of
my
work
is
mostly
angela
and
although
we
have
the
tc
as
part
of
the
culture
and
all
that
we
don't
don't,
keep
it
not
something
we
do
to
keep
praising
each
other
about
to
recognize
the
work.
B
I
usually
do
it
with
angie
and
nate
and
whoever
works
with
us
like
you
and
when
we
had
the
the
introduction
call
so
internally,
I
don't
so
that's,
maybe
why
just
giving
you
context
in
my
case.
A
A
A
You
know
you
will
be
linking
like
the
communities,
tcp
academy,
that's
some
effort,
and
even
if
you
know,
if
someone
is
somehow
taking
credit
for
you
like,
why
is
that
happening
like
that,
should
not
be
the
way
like
the
thing
with
phrases
like
to
reward
and
chain
work
like
even
you
know
if
and
it
happens
a
lot
like.
A
B
A
A
A
A
B
A
A
I
would
feel
like
those
didn't
like
I
like
to
know.
If
I
go
to
the.
A
B
Phrase
given
distribution,
no,
I
think
this
is
regarding.
B
D
A
B
A
B
Also
gave
a
lot
of
praise,
so
you
remember
remember
when
we
talked
about
being
feeling
rewarded.
So
if
you
give
praise
you
also,
if
you
are
praised,
you
also
give
praise.
Maybe
this
is
an
indicative.
B
A
A
B
A
I
mean
it's
like
a
tendency,
but
it's
like
not
happening
all
the
time
right
like
someone
could
be
praising
everyone
and
those
prizes
being
not
so
meaningful,
and
then
people
like
not
pressing
him
back
just
because,
like
they
didn't
felt
recognized
something
like
I
pressed.
You
know
pad
for
joining
the
call.
And
then
it's
like
yeah,
okay,.
B
B
Yeah,
this
is
the
score
more
than
just
searching
how
how
many
praises
you
give
it's
more.
What
is
the
quality
of
the
praise
you
give
or
what
are
the
contributions
you
signalize
so
because
it
is
when
you
quantify
at
least
for
me
when
I
quantify,
and
I
see
that
someone
is
very
descriptive
on
the
like.
You
said
right
now,
the
example
right
so
exactly
gave
me
a
whole
class
on
transparency
and
all
that,
then
I
will
be
described,
describing
your
contribution
in
a
more
qualitative
way,
so
yeah
yeah.
A
A
A
You
know
like
to
see
like
okay
home,
like
I
feel
like
this
is
selfish,
explicit
explicatory,
like
you,
know,
mitch,
and
praise
a
lot,
so
you
know
the
place
he
gives
like
receive
a
lot
of
contributions
to
other
people,
and
that's
you
know,
probably
why
also
like
you
see
like
christopher,
is
not
around
in
here,
but
he
probably
got
a
lot
of
what
mitch
was
teaching
right
and
that's
what
he
want.
A
A
D
A
Oh
yeah
yeah.
What
I'm
seeing
is
like
this
is
more
is
giving
more
like
like
number
matter
like,
if
you
did
this
price
like
10
times,
you
know
because
doing
something
very
specific.
A
A
A
B
But
you
see,
but
when
you
say
it's
more
important,
you
mean
it's
in
this
table,
it's
more
visualized
than
in
the
previous
one,
because
it's
the
opposite
or
is
it?
Is
that
something
you
absolutely
feel
like
it's
true
I
mean
we
have
someone
that
gives
a
lot
of
praise
and
also
has
a
lot
of
praise
in
the
last
in
the
last
table.
B
A
B
A
A
Yeah,
which,
like
it's
healthy
in
the
way
like
it's
like
quantifiers,
are
you
know
putting
quality
praise
into
account.
Like
bye-bye,
we
don't
know.
Quantifiers
decided
that
the
price
that
by
baby
gives
to
christopher
is
worth
105
tokens
which,
at
the
end,
he
received
125.
A
B
I
think
we
have
some
keep
people
who
key
persons
who
ditch
braces
every
month,
maybe.
A
A
B
A
B
A
B
Yeah
this
is
this
is
good.
It
was
good,
it
was
nice
to
see
when
nate
was
raised
for
being
a
father,
and
we
had
all
sorts
of
values,
but
mostly
were
all
positive
were
like
very
high.
B
A
A
A
But
yeah
now
like
we're
kind
of
taking
some
time,
but
what
we
should,
what
you
know
what
I
would
feel
like.
We
succeed
with
this
call.
If
we
have
like
some
actions,
you
know
call
to
actions
to
improve
the
dashboard.
B
A
B
A
B
E
B
A
We
also
were
talking
at
some
point
about,
like
encouraging
people.
To
you
know
say,
except
about
us
like
having
like
people,
should
feel
comfortable,
saying
these
awards
are
not
good.
I
think
we
should
somehow
shed
it.
I
mean
it's
on
the
post,
but
people
is
not
seeing
it.
You
know
like
I
would
love
like
everyone
sees
what
is
their
score,
and
I
know
it's
in
the
forum,
it's
transparent.
Anyone
who
wants
to
see
it,
they
can
see
it,
but
it'd
be
nice.
A
A
And
I
also
feel,
like
you
know,
it's
kind
of
not
happening,
because
the
skin
in
the
game
from
the
reward
system
is
kinda
low.
The
people
is
getting
his
money
for
doing
his
job
anyway,
and
the
worst
is
like
just
an
extra
income
and
then
it's
like
not
so
much
effort
to
you
know
getting
in
to
the
details,
because
it's
like
it's
just
a
small
piece
right.
A
Yeah,
of
course
like,
but
it's
important,
but
what
I'm
trying
to
say
is
like
people
might
not
be.
You
know
deep
involved,
like
people
didn't
care
about
the
praise
and
when
they
say
they
see,
like
people
were
getting
a
lot
of
money
with
the
impact
hours,
they
were
like
what
war
you
know.
Money
drives
people,
even
if
we
like
it
or
not,
it
was
happening
like
before.
A
B
A
Yeah
I
mean
what
I'm
trying
to
say
is
like
people,
it's
not
like,
they
don't
feel
rewarded
enough
because
they
don't
even
know
they're
getting
to
work
right
yeah.
Even
if
it's
it's
it's
and
again
it's
transparent.
We
are
showing
everything
nothing
inside
from
anyone.
These
calls
are
open
and
then
everything
goes
into
the
forum
but
yeah
like
we
are
not
reaching
their
feedback.
Somehow.
B
I
feel
like
people
have,
I
think,
two
things.
First,
isn't
a
habit,
it's
a
habit
to
ditch
phrases!
That's
why
we
have
the
same
people
praising
on
a
constant
base.
So
it
is
something
to
be
to
be
constant
about
or
if
it's,
if
it's
not
a
habit
for
you,
then
it's
just
for
you
to
signalize.
B
So
some
things
that
happen,
that
are,
that
touch
you
in
a
different
way.
For
example,
if
nate
is
a
father
or
if
you
meet
someone
in
real
life
or
if
you
go
to
the,
for
example,
in
the
spanish
introduction
in
the
introduction
to
tea
in
spanish,
we
had
a
lot
of
people
who
were
removed
by
the
energy
so
that
I
think
that's
why,
in
those
moments
we
got
a
lot
of
praises
because
people
perceived
and
so
they,
even
though
it's
not
a
habit,
they
remembered
praise
and
went
to
the
dashboard.
B
So
I
think
we
might
want
to
see
why
you
would
reward.
So
if
this
is
just
a
culture
thing
or
if
this
is
like,
we
want
to
checkpoint
and
that's
the
habit,
for
example.
B
So
now
we
have
this
call
great
praise
zepty
for
saying
the
call
and
praise
kobe
for
saying
the
calling
to
the
end
of
the
call
and
all
that
as
a
checkpoint
and
that's
a
habit,
that's
something
we
have
from
as
a
bonus
that
if
we
perceive
if
it's
not
a
habit,
but
if
we
perceive
a
different
contribution,
then
we
praise
and
that's
how
we
we
recognize.
So
I
don't
know
what
is.
Actually
I
don't
know
what
is
the
goal
here?
B
We
praise
if
we
want
to
have
this
on
a
constant
daily
basis
for
everyone
to
take
part
and
enjoy,
or
if
this
is
just
something
for
sporadical
eventual
moments
when
you
feel
like
yes,
that
person
should
be
rewarded
that
they
did
a
great
and
awesome
job,
and
I
felt
amazing
amazing
when
I
talked
to
the
person
and
all
that,
so
I
think
that's
the
thing
when
we
we
talk
about
focusing.
So
what
we
want
with
that.
A
A
Yeah,
I
totally
agree,
and
but
the
thing
is
like
we
also
do
not
have.
I
feel
we
don't
have
consensus
on
that.
Like
some,
you
know
christopher,
which
is
leading
their
worst
system.
He
says
like
place
is
just
an
extra
income
and
that's
that's
great.
So
it's
fostering
our
culture.
So
it's
it's
like
it
shouldn't
be
an
you
know
are
rewards
for
like
covering
people's
stories,
and
you
know
that's
fair,
but
then
we
also
like
when
we're
talking
on
the
stairways
like
we
are
like
sometimes
like
mitch
is
like.
A
We
should
use
the
rewards
to
get
that
compensated
and
then
it's
like
people,
oh
no,
because
the
rewards
are
giving
some
little
amount
of
money
which
is
not
worth
the
effort
right
and
then
it's
like
some
contradictions
on
what
we
are
saying.
So
I
feel
like
we
as
a
community
should
get
consensus
on
what's
our
goal.
I.
A
A
A
This
is
like
the
second
one.
Let
me.
A
This
is
like
a
solution
which
was
proposing
and
then
I'm
pretty
sure
I
put
the
pass
process.
B
A
A
Yeah,
I
mean
don't
feel
like
you
have
to,
but
if
you
enjoy.
E
A
A
D
B
All
right,
hey,
I
don't
think
I
have
anything
else.
I
would
like
to
say
this
moment.
Just
are
the
calls
happening
now
at
this
time
right
every
week.
B
B
Okay-
and
I
still
have
an
open
question
on
how
to
make
this-
is
realization
these
contributions,
how
to
bring
them
to
our
to
t
knowledge.
Commons,
like
it,
can
be
a
program
for
people
to
contribute.
B
You
said
you
want
to
dive
a
little
bit
deeper
in
data,
so
it
would
be
nice
to
have
everything
structured
on
how
to
do
it,
and
for
that
we
need
like
project
owners
to
make
a
proposal
for
the
tea
knowledge
commons
and
then
the
academy
can
take
it
and
announce
and
put
it
in
our
new
platform
and
share
with
everyone.
But
for
that
I
think
we
need
to
understand
a
little
bit
more.
B
If
there
is
someone
who
is
going
to
take
care,
if
and
if
yes,
then,
I
need
to
follow
up
with
that
person,
be
you
be
mitch,
I'm
not
sure
about
it.
I
really
think
this
is
a
place.
This
is
a
way
for
us
to
help
each
other
right,
so
us
finding
people
to
contribute
in
this
data
analysis
in
a
in
a
very.
B
Quality
with
high
quality
work
and
yeah,
I
just
that's
the
only
open
question
that
I
have
it's
still,
I'm
still
waiting.
If
you
are
in
each
one
to
get
in
touch,
feel
free
to
to
reach
out.
A
Yeah,
I
mean
that's
awesome,
I
you
know.
The
thing
I
also
see
is,
like
you
know
me
and
mitch
right
now
I
mean
I
at
least
I
talk
about
me,
but
I
think,
like
mitch
would
feel
like
somebody.
Where
can
that
overload
with
work
and
trace
is
actually
a
data
scientist
I
think
like
he
could
I
mean
we
should
first,
like
you
know,
get
the
scope
and
what
we
want
to
do.
D
Yeah,
like
I
was
this:
what
what
was
being
talked
about
in
the
in
east
barcelona
a
couple
days
ago
or
yeah-
I'd
be
pretty
interested
in
in
joining
that
project,
whether
yeah
in
any
capacity
really
because
I'm
I
do
data
science
stuff,
well,
data
analytics
data
science
and
web
2
full
time
and
now
for
transparency
and
sample.
D
B
A
Yeah
I
I
like
to
be
looked
like
just
for
transparency
matches,
but
you
know
analysis
it's
like
taking.
I
mean
I
don't
know
I
really
enjoyed
you
know
if
it's
these
hours
splitted,
but
I
wouldn't
be
like
you
know,
working
on
it
like
even
eight
hours
a
week
like
I
don't
have
too
long
to
do
that.
B
B
You
have
to
go
over
this
and
contribute
and
be
an
active
speaker,
be
an
active
contributor,
and
then
you
set
some
tasks
and
with
a
bunch
of
tasks
you
get
if
you
complete,
and
you
are
evaluated
by
the
project
owner,
which
in
this
case
could
be
rex,
for
example,
rex
says
yes
that
person
indeed
contributed
and
everything
transparent
as
we
have
this
and
that
proof,
then
the
person
is
awarded
an
nft
and
rex
is
also
awarded
an
nft
for
having
a
urban
project
owner.
B
So
I
don't
know
if
that
was
the
talk
that
you
saw
rex
in
in
the
if
barcelona,
I
know
that
angela
was
there
and
I
don't
know
if
she
mentioned
it
to
you,
but
maybe
you
saw
the
rewards,
the
doubts
at
the
dao
reward
systems,
a
brief
workshop
that
she
gave,
which
is
not
directly
related,
but
it
could
be
also
helpful
when
thinking
of
insights
but
yeah.
I
think
I
think
we're
on
top
of
the
hour,
and
I
don't
know
if
you
have
the
time
to
talk
about
it.
A
Yeah,
I
think,
like
yeah,
let's
discuss
it
on
tomorrow's
wars,
call
and
yeah
I
mean
I
have
to
leave.
Thank
you
so
much
pat
and
rex.
Sarah.