Category Archives: Deep Mind

Its all in the mind: Transforming from cost leaders to thought leaders – Livemint

In my earlier column, I highlighted why we need India-bred global consulting firms to evolve from cost to thought leadership. The feedback was consistent: this evolution needs to start in the collective mindset of Indian business leaders.

Let me explain. I was born a decade before India liberalized. While I was spared the acute insecurities of our parents generation which grew in a newly independent, socialist India, I have had my share. My first time abroad in the late 1990s was eye-opening: sleek air-conditioned taxis instead of rickety Ambassadors, comfortable public transport instead of tin boxes, pothole-free roads where vehicles followed lanes and traffic rules.

Subsequently, the engineering college I went to resembled an international departure lounge. Not going abroad was considered a mark of lower calibre.

This trend continued when I started working. In one international consulting firm, I was sent to Sweden to identify low-end" work that could be done in India. Ironically, the consultants doing this work were from the most competitive colleges in the world. I know someone who ranked in the teens in IIT-JEE and was being used by a similar international firm to provide back-end valuation support. India-based consultants, no matter how capable, were meant to deliver non-core, low-end work cheap, and increase project margins. This business model is now leveraged by almost all international consulting firms.

Similarly, Indias enduring success story, the IT services industry, is built predominantly around this cost-leadership framework. Clients are willing to pay a substantial premium for foreign firms compared to their Indian counterparts, though both get most of their work done in India, often leveraging the same talent pool.

It is the same in management consulting. As we build an India-bred global consulting firm, we get regularly raided by international majors for talent. The same consultants are then deployed at twice or thrice the rate (sometimes, ironically, to the same client). This rate jumps to five or six times when the same consultant relocates abroad. Effectively, clients are willing to spend five to six times on the same consultant based on the brand and location.

This creates a vicious cycle. Clients expect Indian firms to be cheap, irrespective of the quality of work. Indian firms find it easy to sell at lower costs, even when the quality is world-class. As we try to sell globally, based on the quality of our work rather than cost, we are experiencing the systemic challenges this vicious cycle creates for India-bred firms.

Fortunately, things are changing. In the past five years, I have landed at foreign airports and overheard comments on how Indian airports are much better. Forward-thinking global infrastructure companies prefer to be in India, given its evolved public-private partnership framework. One of our Japanese clients recently acquired an Indian technology firm to access its offerings and leadership, not cheap engineers. Our SaaS (software-as-a-service) companies are competing effectively with their global counterparts. Indias digital payment infrastructure is world-class, as is its ability to deliver social services through technology (think Co-Win.) India is attracting an unprecedented amount of venture capital that is transforming our startup ecosystem. Today, in Indias top campuses, students aspire for product management roles in startups, not go abroad.

While jingoistic claims of general superiority are self-defeating, the fact is that India now has enough instances where it is world-class. We need to identify these areas and take our expertise to the world and charge top dollars for it. Covid-19 has ensured that clients are now willing to pay for talent and quality, not location or brand. This is our chance to transition our business models from cost to thought leadership.

Unfortunately, mindsets require much longer to change than political or economic realities. It is difficult to pivot from decades of competing on price to winning based on quality. Repositioning Indian services companies as thought leaders will require firm commitment, consistent messaging, sustained advocacy and, most importantly, a deep conviction that we can win by adding world-class value, not just by being cheap.

Indias evolution from cost to thought leadership needs to start in our minds. And quickly.

Abhisek Mukherjee is co-founder and director, Auctus Advisors.

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Its all in the mind: Transforming from cost leaders to thought leaders - Livemint

This writer couldn’t smile due to Bell’s palsy. How she found the right therapy and turned inward – KCRW

Playwright Sarah Ruhl hit a high point in her career when her play opened on Broadway in 2009. The MacArthur Genius fellow (2006) had a full and satisfying personal life with a loving husband and three kids at home. However, she physically couldnt smile because she was suffering from Bells palsy, a mysterious and sudden paralysis of the face that usually resolves on its own after a few months. But for Sarah, it has lasted for 10 years. She writes about this in her new memoir, Smile: The Story of a Face.

Ruhl got Bells palsy when she just gave birth to healthy twins, named Hope and William, after a difficult pregnancy. When the lactation consultant checked on her the next day, she noticed Ruhl had a droopy eye and told her to look in the mirror.

The whole left side of my face had fallen down and was immovable. And at first I thought it [sic] had a stroke. And a neurologist came in and diagnosed Bell's palsy, Ruhl tells Press Play.

I couldn't say my ps, I drooled when I ate. And I had terrible headache, and loud noises hurt my ear. So my baby's crying especially was painful because the cranial nerve muffled sound. And I think the particular neurologist I had he said, Well, we don't know if you'll get better or not. You probably will. So I think there was something about having an idiopathic disease, where you don't know what the outcome will be, that was alarming.

Scientists know Bells palsy can be caused by a virus and Lyme disease, and it can appear more regularly among women in their third trimester postpartum than other people, Ruhl explains. It supposedly can be genetic too, as her mother and uncle both had it. However, what truly causes the condition remains unclear.

She also has celiac disease, which partly made her Bells palsy last so long. Celiac means you're not digesting your food properly, so I wasn't getting B-12 vitamins, and B-12 vitamins are what cause the nerve to regrow. My nervous system was being starved.

Mind vs. body

She describes at one point: My face was in a deep freeze. And so I decided to live inside my mind instead of my body. I think I wrote off my body as a source of disappointment. And I thought, Well, I'll write plays, I'll think I'll love my family, I'll do all the activities I normally do. And I kind of gave up on my body.

She says the divide grew between her mind and body. Because I couldn't make certain expressions on my face, I just didn't try. I just tried to remain neutral and impassive. And I think for a writer, that was maybe an easier stance than for, say, an actor to retreat into an observer role. It was not until I started writing the book that I started to put the two halves together again.

Raising her babies and learning different communication avenues

Ruhl says that her daughter Anna was old enough to read her intentions, but she was worried that her babies registered only a lopsided grimace when she was trying to show/teach them love and joy.

She didnt have many photos of herself with the babies because she didnt want to be photographed at the time, and when taking videos, she was always behind the camera.

I found that I was smiling with my voice at William and Hope. I was constantly, with the warmth of my voice, showing and giving love. And it's funny that I didn't realize at the time that touch and gesture and the voice is as capable of showing warmth and affection as the faces.

Now as the world is dealing with the coronavirus pandemic and regularly wearing face masks, theyre more communicative with their eyes and (hand) gestures, and being more direct about things they might have tried to signal through facial expressions. However, Ruhl notes that masks bring a loss: It's harder to invite human connection without the whole face.

Finding the best therapy

Ruhl turned to a chiropractor, acupuncture, Zen Buddhism, steroids, and all sorts of approaches to ameliorate Bells palsy.

She says spiritually and physically, her path forward was about slow and small improvements strewn with disappointments and uncertainty. She also immersed herself in daily life and shoved the fact that I wasn't getting better way down deep.

There was a sense that there was something wrong with me for not getting better, or for being an outlier in the pattern of the disease. I listened to my doctors. And I think it took me a really long time to take control of the narrative to be more active in the process of trying to get better and to try to find the right specialist.

Ruhl says she felt objectified in the medical process. It was usually a man looking at me saying, How much of a smile can you give me? And that was literally the language they would use.

Then she went to a physical therapist a woman who once had Bells palsy.

She would do expressions with me. Instead of making me look in the mirror with a forced smile that I couldn't even replicate, she would have me look at her face, and she'd say smile, and we would both smile. Or she would say grimace, and we both grimace. And there's this concept of learn non-use with stroke victims, where if you don't use a muscle for a long time, it forgets how to move. And so I think, with physical therapy, I was able to wake some of that up. ... Physical therapy helped me a great deal.

Life today

Ruhl says this recovery took her about 10 years, and she will never be totally cured.

If you look at me, you'll see that my smile is crooked. And when I speak, it's a little bit lopsided. But just to be able to smile, to communicate that I'm smiling, to blink, to communicate friendliness to strangers, to laugh in public, I mean, all these things that I couldn't do for a very long time, now I can do, which is incredible.

Ruhls current project is Eurydice, for which she wrote the libretto, and its running now through December 16 at New Yorks Metropolitan Opera.

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This writer couldn't smile due to Bell's palsy. How she found the right therapy and turned inward - KCRW

Yoga for the mind: 5 poses that can calm the chaos, relieve stress and anxiety, help relax – Times Now

5 poses that can can help relieve stress and anxiety  |  Photo Credit: iStock Images

New Delhi:The recurring themes of health complications, financial fallouts, environmental crisis, and other issues have plagued the world since time immemorial. While it istrue that time is a powerful tool that can help build immunity against certain shortcomings, it is also true that the brutality of time tends to strip people off of their resilience.

Truth be told, the past two years have not been the greatest for the majority of us. The stressfueled by the fear and anxiety of the unknown has pushed people to the edge. In critical times like these, the need for effective stress-busting methods increases significantly. Yoga is a form of physical activity that continues to be used as a method of healing since ancient times. But can it help one calm the chaos in their mind?

Here are some yoga poses that can help you relax and get rid of stress and anxiety:

Kapal Bhati Pranayama: Also known as the skull shining breathing technique, this exercise can help ease anxiety and stress by regulating the breath. You can do this yoga in the following steps:

Savasana: Also known as the corpse pose, this pose can help eliminate the chaotic vibe from the body and provide a sense of calm and relaxation. This pose, resembling a corpse, aims at providing deep healing. You can do this yoga in the following steps:

Matsyasana: Also known as the fish pose, this yoga can help achieve tranquillity of the mind by relieving tension near the neck, shoulders, and chest. You can do this yoga in the following steps:

Viparita Karani: Also known as the leg up the wall pose, this pose has relieving effects on the back, pelvic muscles, and legs. Apart from aiding relaxation, this pose can also be beneficial for women during pregnancy and menstruation. You can do this yoga in the following steps:

Ananda Balasana: Also known as the happy baby pose, this yoga can help improve flexibility and breathing thereby supporting mental and physical health. You can do this yoga in the following steps:

Disclaimer: Tips and suggestions mentioned in the article are for general information purpose only and should not be construed as professional medical advice. Always consult your doctor or a dietician before starting any fitness programme or making any changes to your diet.

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Yoga for the mind: 5 poses that can calm the chaos, relieve stress and anxiety, help relax - Times Now

Her mind is on business – Coeur d’Alene Press

That might be a new face in the Coeur d'Alene Regional Chamber of Commerce's President/CEO's office, but it's sure no stranger to the community.

Linda Coppess, 52, is a Coeur d'Alene native. Since joining the chamber last year, she has served as Vice President of Member Relations and interim President/CEO.

Following the resignation of former President/CEO Derrel Hartwick in mid-September, the chamber board of directors reviewed over 100 applications. But Coppess was always at the top of the stack, board chair Rick Rasmussen said.

"Linda was head and shoulders in front of the other finalists," he said.

A Coeur d'Alene High School and University of Washington graduate, Coppess spent 24 years working at Microsoft, a multinational technology corporation.

There, she held various sales, marketing, and product management leadership roles that took her around the world. Like many young people, Coppess had always dreamed of returning home to Coeur d'Alene but struggled to find career opportunities in the area.

"Her Microsoft experience gives her a giant corporation background, but she also understands what it means to grow up in Coeur d'Alene," Rasmussen said. "It's a win-win situation."

Taking the chamber president/CEO role and continuing giving back to her hometown is an honor, Coppess said.

"I feel like I'm living in my own real-life Hallmark movie," she said. "It's amazing for me to be back home and be able to do this. There's nowhere more beautiful than Coeur d'Alene."

While working at Microsoft, Coppess found her "true passion" people and relationship building with executive audiences. By better understanding what people cared about, Coppess would build programs that generated more value. That resulted in a better and more strategic partnership, she said.

Seeing this skill set, former chamber board chair Heidi Rogers convinced Coppess to take the organization's Vice President of Member Relations position in 2020.

"As soon as I met Linda, I knew she had a passion for the Coeur d'Alene community," said Rogers, Northwest Council for Computer Education CEO. "Having someone with deep roots and a bond to our community is such a major asset for the Coeur d'Alene Regional Chamber."

To Coppess, taking the VPMR position was a "direct step" from her previous role at Microsoft and something she had "been praying about for a long time."

"I was searching for something I could do here that would allow me to use my skills and my experience for our community," Coppess said. "I was able to introduce some of my program and operational experience at Microsoft to help our members engage at a deeper level. We are continually looking for new and fresh ways to get our members better connected, noticed, and supported in our community."

The Coeur d'Alene Regional Chamber is a membership organization that works with over 800 businesses and organizations. Rasmussen said its immersion in the community makes it a critical partner in addressing issues like housing, education, and economic development.

"Linda is going to be vital in economic development, helping to address the public policy issues we stand for on education and being a voice for the businesses we represent," Rasmussen said. "Our future is bright with her as president."

Ann Thomas, past chair of the chamber's board and vice president at Mountain West Bank, described Coppess as "member-focused" with a passion for the community that will be "integral in leading our chamber and the region into the next chapter."

"We're at an exciting time in looking at what the chamber can do for our members," Thomas said. "Linda is all about leading change and looking at those things. She will do a fantastic job getting to know our members and creating new benefits for them."

Since taking on the interim President/CEO role, Coppess has spoken with business leaders and others to identify the community's changing needs and rethink how the chamber can serve them.

"We've got a strong and engaged community here, but how do we evolve our offerings to meet the needs of the world today?" she said. "I am really excited to find new ways to appeal to and add more value for our members."

Economic development, increasing the business community's role in shaping responsible growth, and membership development are top goals for the chamber, Coppess said.

"I think it starts with listening more than speaking," she said. "There are so many issues people are concerned with like infrastructure, workforce development, and education. So how can we, as a business community, help drive those conversations and encourage people to come up with solutions and ideas?"

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Her mind is on business - Coeur d'Alene Press

Passion and break-the-mold spirit on display at The Abbi Agency | NCET Biz Tips – Reno Gazette-Journal

Bill Leonard| Reno Gazette Journal

NCET helps you explore business and technology.

The Abbi Agency started around Abbi Whitakers kitchen table in 2009 during the depths of one of the deepest economic recessions in modern history. Founded by sisters Abbi Whitaker and Constance Aguilar, the agency started with a fierce dedication to intelligent and results-driven public relations.

Early technology expertise landed key venture-backed tech startup accounts in New York and the San Francisco Bay Area. The agency has since expanded from a public relations firm to a fully integrated agency with a comprehensive creative team, web development department, paid media division and public affairs experts. The Abbi Agency has recently expanded its client base across the nation, partnering with destinations and companies from Montana, Utah, New Mexico, California and beyond.

Even as The Abbi Agency has grown to 35 employees, Reno has remained the heart and home of the company. With a second office in Las Vegas and additional team members around the globe, the Reno office still operates as the perfect mothership for a vibrant and growing hub for new ideas.

Personality and passion run deep in the agency. Whether creating a beer festival from scratch or having playwrights and painters on staff, The Abbi Agency is unafraid of out-of-the-box ideas.

The successes of their clients measure the agencys success. The Abbi Agency has helped its customers pass school funding ballot measures, represented tech companies through hundreds of millions of dollars in funding, and even worked with an online yarn company to great success. Representing tourism clients like Kalispell, Montana;Morro Bay;Carmel-by-the-Seaand St. Helena has proven inspiring and rewarding. There are also key Nevada statewide accounts such as Nevada Health Link, the Nevada DMV and the Nevada Department of Wildlife.

Like most companies, The Abbi Agency faces its share of challenges. One unique challenge comes in the form of a question:Whats next? The agency does not work in a stagnant industry. Their media landscape is constantly changing. Methods of communication, from animation to video capabilities, are shifting almost hour-by-hour. The same is true for social media platforms. The agency continually challenges itself to look ahead, be original, and think two and three steps into the future.

Two Abbi Agency campaigns come to mind that illustrates their teams dedication to their craft and the greater public good.

First, the Save Our Schools ballot measure was a huge step forward for Northern Nevada education. The agency donated its time and ran the campaign from start to finish. Generations of Northern Nevada students will benefit from the success of that ballot measure.

Second, a series of economic development campaigns were created to bring Reno back from the Great Recession. The Abbi Agency worked on numerous efforts, many pro bono, to support our Reno businesses and economic development.

Is there a question that The Abbi Agency wishes people would ask them? The answer is yes. They love it when clients want to think big, be genuinely original and be insanely creative in an effective way. That question is, Can you tell me what you think is best? Why? Because experts trust experts. The agencys clients are experts in their industry. The Abbi Agency is the marketing expert helping all businesses thrive.

What best describes The Abbi Agency? These words come to mind:creativity, passion, out-of-the-box ideas, break-the-mold spirit, caring for the public good, constant learners, digital practices experts, social media platform experts, and never settling for a mediocre creative campaign.

There is no doubt that The Abbi Agency will continue to push the boundaries of what their Reno-based independent agency can achieve for its clients worldwide.

Want to learn more about public relations, websites, media buying and social media? Sign up for NCETs Tech Wednesday on Dec.8 from 4 to 5 pm, for an onsite presentation and tour with networking from 3 to 4 pm. Tickets and more information at http://www.ncet.org/ncet-event-calendar/abbi-agency.

Bill Leonard is VP of communications for NCET (www.NCET.org) and a content writer of lead-generating case studies, white papers and blogs that help innovative and disruptive companies grow (linkedin.com/in/billleonardusa).

NCET produces educational and networking events to help people explore business and technology.

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Passion and break-the-mold spirit on display at The Abbi Agency | NCET Biz Tips - Reno Gazette-Journal

TikToker Blows Millions Of Minds With Optical Illusions And Tutorial Videos – BroBible

Optical illusions never cease to amaze the human mind. This is something that one woman on TikTok (@mysweetadeline) has figured out and turned into a following of almost one million people.

Why do we love optical illusions so much? Do we like being fooled? Or are just really attracted to things we cant explain?

According to Scientific American, our deep fascination with them dates back to the ancient Greeks.

SUNY Downstate Medical Center professors of ophthalmology Susana Martinez-Conde and Stephen L. Macknik state, It is a fact of neuroscience that everything we experience is a figment of our imagination.

Everything?

In an article in Popular Mechanics, Aude Oliva, a cognitive scientist from MIT, says, The human brain is really tuned to learning new things. Anything that is new and surprising is something we naturally like because it means that we may learn something from it.

Optical illusions certainly fit the bill there.

Popular Science says we should actually be calling them visual illusions.

Optical illusions are tricks of the light, while a visual illusion occurs in your brain.

Your brain is interpreting and heavily editing all the information coming in. A visual illusion is a profound misunderstanding; its a fundamental misrepresentation, says Pascal Wallisch, a neuroscientist and psychology professor at New York University who has studied the viral phenomenon known as The Dress.

Ah yes, The Dress. Who will ever forget that?

Certainly not this TikToker, Adeline, who shares surprising, unusual and weird art on her account.

Perhaps the most popular of these videos posted by Adeline is an optical illusion she refers to as reverse perspective.

Before you watch her TikTok video, take a look at a still image of her creation.

Looks like a hallway with some are hanging on the walls, some ceiling light panels and a wooden floor heading down the hall, right?

Wrong.

Ill post a tutorial soon. ##creative ##fyp ##BetterTogetherChallenge ##illusion ##opticalillusion ##illusionart ##artistsoftiktok ##trick

Stuck in the Middle Tai Verdes

Pretty cool, huh? Heres how you can create this optical illusion yourself.

Reply to @chloestiktok21 I want to see your reverse perspective rooms! ##creative ##arttutorial ##illusion ##opticalillusion ##illusionart ##artistoftiktok

Stuck in the Middle Tai Verdes

Now take a look at this. And when I say take a look at it. Really give it a minute and stare at it.

Its my art in a reverse perspective gallery. ##illusion ##opticalillusion ##illusionart ##artistoftiktok ##creative ##trick ##mindblown ##reverseperspective

CRAFT OFEKNIV

Think thats crazy. You aint seen nothing yet.

I love this stuff! ##illusion ##opticalillusion ##ASOSChaoticToCalm ##illusionart ##artistoftiktok ##creative ##trick ##fyp

Stuck in the Middle Tai Verdes

Brain does not compute.

By the way, that image at the top of the page? Its not a GIF. Your mind just thinks that the squiggles are moving.

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TikToker Blows Millions Of Minds With Optical Illusions And Tutorial Videos - BroBible

Home | Petar Velikovi

Hello, and welcome to one of my homes on the web! Im Petar, a Staff Research Scientist at DeepMind, Affiliated Lecturer at the University of Cambridge, and an Associate of Clare Hall, Cambridge.I have a PhD in Computer Science from the University of Cambridge (Trinity College), obtained under the supervision of Pietro Li.My research concerns geometric deep learningdevising neural network architectures that respect the invariances and symmetries in data (a topic Ive co-written a proto-book about).Within this area, I focus on graph representation learning and its applications in algorithmic reasoning and computational biology.I have published relevant research in these areas at both machine learning venues (NeurIPS, ICLR, ICML-W) and biomedical venues and journals (Bioinformatics, PLOS One, JCB, PervasiveHealth).In particular, I am the first author of Graph Attention Networksa popular convolutional layer for graphsand Deep Graph Infomaxa scalable local/global unsupervised learning pipeline for graphs (featured in ZDNet). Further, my research has been used in substantially improving the travel-time predictions in Google Maps (covered by outlets including the CNBC, Endgadget, VentureBeat, CNET, the Verge and ZDNet).

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The Search for Justification in Clydes and Trouble in Mind – The New Yorker

Everybodys entitled to a little privacy. Character development in drama is similar to a growing friendshipa process of gradual divulgence. The puzzle of someones bearing and outward presentation gives way to the collection of secrets and fears and family history that make upand, over time, help to explainthat person. Still, the most interesting people, onstage and in our lives, hold on to a whiff of mystery. Theres something alien and ineffable about them that cant be reduced to mere facts, or be rationalized by psychology. Call it soul.

Lynn Nottages new play, Clydes, directed by Kate Whoriskey (at the Helen Hayes), about the staff of a run-down sandwich joint at a truck stop, takes a stark either-or stance regarding the lives of its characters. They spill their guts without much prompting, and, in the spilling, court intimacyor, in the frustrating case of the title character, give nothing at all. Both approaches render surfaces rather than spirit.

Clyde (Uzo Aduba) is the badass, shit-talking, intermittently horny, sometimes violent proprietor of the roadside shop. She wears formfitting clothes that highlight her curves and pedestal her dcolletage. Sex has something to do with her powerthe passes she makes at her employees register as vague threats. She always wants the sandwiches to come out faster, and she has no patience for the culinary ambition thats growing in the kitchen under her nose. She wants the basics, nothing more. Sometimes she shows up with odd gifts that might or might not be ill-gotten, the kind of stuff that euphemistically falls off the back of a trucksome olive oil from Central Europe, an inexplicable mess of wilted chard, a plastic bag full of sea bass in greenish liquid.

The fish smells rank, somebody says, to which Clyde replies, You know my policy. If it aint brown or gray, it can be fried. Fire up the skillet. A free beer for anybody who gets sick. Thats the kind of place this is.

Clyde is an ex-convict, and so are the people who work for her, a fact that she hangs over their heads like rain in a cloud at every opportunitynobody else is going to hire them, so theyd better submit to her whims, however brutal. Tish (Kara Young, who spins great performances out of straw in every show I see her in) is a single mom saddled by a trifling, untrustworthy co-parent. Rafael (Reza Salazar) fumblingly pines for her. Jason (Edmund Donovan) is the new guy, initially quiet and sullen, marked up with white-supremacist tattoos. Theyre all under the thrall of the sagelike Montrellous (Ron Cephas Jones), a kind of sandwich guru, who wants to jazz up the place with new recipes and more tender attention to ingredients. He leads the group in sessions of visualization and conjecturewhat kind of sandwich can your mind conjure up?

Often, the sessions lead to bouts of confessionall the employees give up the goods on why they did time, even, eventually, Jason. This is supposed to deepen the bonds among them, and, perhaps, to offer a well of complexity not often granted to working-class people chewed up by the system and given a harsh set of choices: eat shit, starve, or go back in. But the life stories come between slapstick riffs on sandwich-making and kitchen etiquettea bunch of well-performed gagsand as a result the play has trouble finding its tone. Its hard to figure out how seriously to take the putatively tough moments in Clydes, or what to do with the biographies were offered. (Clydes own answer to anybody elses suffering is to dismiss it. I dont do pity, she says.) The lighting, by Christopher Akerlind, tries to indicate emotionwhen Montrellous is rhapsodizing, he gets a fuchsia glowbut nothing that any character says steers the play in a new direction. Sad tales are divots for us to navigate between laughs.

Much of the problem lies with Clyde herself. In an early private moment, Clyde and Montrellouswho have a history that remains shrouded throughout the playare arguing about the future of the shop. Montrellous lets slip that Clyde has fallen into gambling debt, and that the shop is somehow mixed up in the trouble. Thats the only thing we ever really learnor, at least, think we learnabout Clyde. She rings a bell when new orders come in, appearing at the window to the kitchen all of a sudden, like a poltergeist at the climax of a horror flick. She rages through the kitchen, spewing just enough bile to get the objects of her tyranny complaining again, but shes never subjected to the kind of scrutiny that makes watching a character worthwhile.

Uzo Aduba is one of my favorite televisual performers of recent yearsas Suzanne (Crazy Eyes) Warren in Netflixs Orange Is the New Black, and as the therapist Brooke Taylor in the new season of HBOs In Treatmentlargely because she holds within her characters, and gradually reveals, many layers of tenderness and brokenness, irrationality and explosive pain. At her best, her eyes, deep with feeling, are like bowls left out in the rain, steadily filling up with the liquid stuff of personality. Here, those skills are tossed aside. Clyde toys with angry fear when her troubles come up, but she never revisits it. Shes like an ungenerous sketch-comedy depiction of a woman we want to meet, whom Aduba could, I think, play well: wrathful and dangerous, yes, but welling up and bubbling over with a pastand some drastic actionto justify it.

Speaking of justification, Trouble in Mindthe 1955 play by Alice Childress, now making its much belated dbut on Broadway (directed by Charles Randolph-Wright for Roundabout Theatre Company, at the American Airlines Theatre)slowly unravels an aging actress named Wiletta (LaChanze), who is reluctantly exposed to an acting approach that asks her to find emotions to support the actions of her character. Her director, Al Manners (Michael Zegen), fancies himself a social and artistic progressive. The play theyre rehearsing, slated for Broadway, is about small-town Black folks who, because they want the right to vote, get threatenedand worseby a gathering lynch mob.

Manners, who is white, thinks the play is on the cutting edge of race relationsat least, as close to that edge as the theatres commercial imperatives will allow. He pokes and prods Wiletta, expressing dissatisfaction with her performance as a mother whose son is in big trouble, asking her to justify her characters decisions, not merely to act them out with rote professionalism. Hes trying to make high art out of a play he doesnt know is offensive trash. The problem is that Wilettas got a real artist inside herI want to be an actress! she says in the middle of a reverieand she learns the new method a bit too well. She begins asking questions that the script, and her director, just cant answer.

Wiletta starts out as a jaded veteran, advising a younger actor to laugh at the directors jokes and tell little lies to pad his rsum. Shes not the only cynical one: her castmate Millie (the very funny Jessica Frances Dukes) is in a wry fury about how poorly shes served by the roles shes made to play. Last show I was in, I wouldnt even tell my relatives, Millie says. All I did was shout Lord, have mercy! for almost two hours every night. Its a representational lament that sounds stale until you realize that the play was written more than sixty-five years ago.

Trouble in Mind is pessimistic about the structures that underpin the entertainment industry, but it is bullish about the possibilities of earnest artistic pursuit. Even a schmuck like Manners can read some Stanislavsky, bring it clumsily into rehearsals, and, unwittingly, spark the beginnings of a revolution.

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The Search for Justification in Clydes and Trouble in Mind - The New Yorker

Allen Harris | Mind Your Business: Keep your employees through the Great Resignation – Berkshire Eagle

The labor shortage is one of the three most significant challenges to businesses today. One way to attract new workers is to be sure you create a workplace attractive enough to keep your current employees.

Its safe to say that many readers of this column need more employees. According to the jobs site Indeed, this month, the number of U.S. job openings reached 11.2 million. An Indeed search for openings posted in the last 14 days, within 25 miles of Pittsfield, yielded 1,198 jobs.

A tight labor market was an issue before the pandemic. On April 15, 2019, I co-chaired a roundtable with the Associated Industries of Massachusetts called "Finders Keepers: Hiring and Keeping Employees." It remains relevant today; you can watch it at tinyurl.com/3dru34hp.

Employers are not going to be able to attract workers unless our houses are in order. We need to understand why the 7.4 million people in the U.S. are without jobs and why 4.4 million workers quit work in September 2021.

According to Future Forums study The Great Executive-Employee Disconnect, 57 percent of respondents said theyd consider taking a new job in the next year. According to Mercers 2021 Inside Employees Minds study, 23 percent of people earning more than $60,000 said they were seriously considering leaving their company. Supervisors, managers and executives are seriously considering resigning at rates of 31 percent, 24 percentand 15 percent, respectively. Its not just low-wage, entry-level workers who are at risk of quitting.

The amount you pay your employees is part of the equation; you must ensure they dont have economic stress. However, keeping (and finding) employees isnt just about wages. It would benefit employers to consider the unmet needs of their workforce.

According to the Mercer survey, physical health ranked as the top unmet need. The survey examined 16 concerns and found that other top unmet needs were work/life balance, mental health, personal fulfillment and purpose, and being able to retire. Digging deeper, different segments of the workforce (pay scale, nationalities, age ranges) have other priorities.

Strategies used to retain employees will lead to better talent acquisition. I advise a combination of immediate tactics and long-term solutions.

Driving down West Housatonic Street in Pittsfield, I passed a sandwich board in front of a company offering starting pay at $12 per hour. Thirty seconds later, I passed another company and another sandwich board offering $12.50. You may doubt that people would leave one company for another for 50 cents an hour. But, according to Zippia, in 2021 the average wage growth when switching jobs is 5.8 percent. The average salary increase is 14.8 percent.

If your business wants to retain employees, it should make pay a nonfactor. That can be accomplished by addressing those unmet needs. Or you can do it more immediately by finding a way to pay more even if the pay is a future promise.

If your business wants to retain employees, it should make pay a nonfactor. That can be accomplished by addressing those unmet needs. Or you can do it more immediately by finding a way to pay more even if the pay is a future promise.

Increasing pay now may not be a viable option for your company. Tell your employees this: Theyll respect the transparency. And it will lessen their resentment if you entice new hires with more pay or sign-on bonuses. For current employees, you could strike a profit-sharing or goals-based bonus to be paid in 12 months, so long as those defined goals are achieved.

Other immediate actions are to inform of a future match to the 401(k) or company retirement plan. The business could offer to pay down student debt after workers have been employed for two years. It could offer referral bonuses for introducing new employees.

At least half of that bonus should be paid upfront; the rest paid so long as both are employed six months later. Instead of increasing pay, other options are to pay for tuition and continuing education that sharpens the skills valuable to the company.

The biggest threat to losing your employees ages 55 to 64 is fear of running out of money in retirement.

Fifty-six percent say that their top reason for leaving is to find an employer who will better prepare them for retirement. Of that age group, 49 percent say they would consider leaving because of insufficient pay or benefits. Others cite a demanding workload and their relationship with their boss.

For employees ages 55 to 64, you could hire a certified financial planner to guide key employees through their working years into a successful retirement. Some money management firms offer Social Security and Medicare filing and a plan to maximize benefits. Your company could provide that to employees who remain on the payroll until a determined retirement age.

Jane, from Northampton, runs a graphic design company for furniture manufacturers. Jane was able to get an extra year of effort from a high-level employee, Margie. Jane allowed Margie to stay part time to mentor and transfer knowledge to other employees while allowing Jane to phase into retirement.

Some money management firms provide college funding solutions, potentially saving your employees tens of thousands of dollars. If you want to do something great for your employees, do something great for their kids like getting them into a top school or providing internship opportunities.

A quarter of U.S. workers are either highly or extremely stressed; half of employees say they would benefit from their employer making mental health help more affordable. But, dont treat it as if its a box to check. Realize that this is what you should do not only to protect your most valuable assets your employees but also because its what caring companies do.

Understand that you can be part of the solution, but your company might also be part of the problem. The stress could come from a lack of professional support, unclear or unstated roles and responsibilities, broken work boundaries and a stigma around the need for self-care. In addition to addressing those unmet needs, you could enhance medical coverage, provide mental health counseling, subsidize child care and offer flexible schedules.

Working from home may not be an adequate flexible-schedule strategy. My company, Berkshire Money Management, has had luck employing a personal assistant for employee use. Our assistant helps with errands, deliveries, waiting for cable or appliance installations, pet watching and whatever else might save employees a few hours per week reducing stress and freeing up the opportunity to enjoy time away from work.

But, an assistant cant go to medical appointments, the gym, or watch a childs school play. Flexibility means allowing workers to have a life during work, not just after.

Your company could benefit from this advice, but it will help more if you customize the actions. The process alone of customizing your advice is beneficial. Speak to your employees and ask them about their concerns and how you can support their ambitions. Ask deep, open-ended questions in these retention interviews, such as, "Does your position make good use of your skills? and What would your dream job look like here, and what can I do to make that happen?

Let your people know they are heard, and you want them to advance within the company.

An attitude of people over profits goes a long way. Nothing attracts top talent like culture. Nothing creates profit like top talent.

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Allen Harris | Mind Your Business: Keep your employees through the Great Resignation - Berkshire Eagle

Kwai, Kuaishou & ETH Zrich Propose PERSIA, a Distributed Training System That Supports Deep Learning-Based Recommenders of up to 100 Trillion…

Modern recommender systems have countless real-world applications and have made astonishing progress thanks to the ever-increasing size of deep neural network models which have grown from Googles 2016 model with 1 billion parameters to Facebooks latest model with 12 trillion parameters. There seems to be no limit to the significant quality boosts delivered by such model scaling, and deep learning practitioners believe the era of 100 trillion parameter systems will arrive sooner than later.

The training of extremely large models that are both memory and computation-intensive is however challenging, even with the support of industrial-scale data centers. In the new paper PERSIA: An Open, Hybrid System Scaling Deep Learning-based Recommenders up to 100 Trillion Parameters, a research team from Kwai Inc., Kuaishou Technology and ETH Zrich proposes PERSIA, an efficient distributed training system that leverages a novel hybrid training algorithm to ensure both training efficiency and accuracy in such recommender models. The team provides theoretical demonstrations and empirical studies to validate the effectiveness of PERSIA on recommender systems of up to 100 trillion parameters.

The team summarizes their studys main contributions as:

The team first proposes a novel sync-async hybrid algorithm, where the embedding module trains in an asynchronous fashion while the dense neural network is updated synchronously. This hybrid algorithm enables hardware efficiency that is comparable with the fully asynchronous mode without sacrificing statistical efficiency.

The team designed PERSIA (parallel recommendation training system with hybrid acceleration) to support the aforementioned hybrid algorithm with two fundamental aspects: 1) the placement of the training workflow over a heterogeneous cluster, and 2) the corresponding training procedure over the hybrid infrastructure. PERSIA features four modules designed to provide efficient autoscaling and support recommender models of up to 100 trillion parameters:

The team evaluated PERSIA on three open-source benchmarks (Taobao-Ad, Avazu-Ad and Criteo-Ad) and the real-world production microvideo recommendation workflow at Kwai. They used two state-of-the-art distributed recommender training systems XDL and PaddlePaddle as their baselines.

The proposed hybrid algorithm achieved much higher throughput compared to all other systems. PERSIA reached nearly linear speedups with significantly higher throughput compared with XDL and PaddlePaddle, and 3.8 higher throughput compared with the fully synchronous algorithm on the Kwai-video benchmark. Moreover, PERSIA demonstrated stable training throughput even when model size increased up to 100 trillion parameters, achieving 2.6 higher throughput than the fully synchronous mode.

Overall, the results show the proposed PERSIA effectively supports the efficient and scalable training of recommender models at a scale of up to 100 trillion parameters. The team hopes their study and insights can benefit both academia and industry.

The code is available on the projects GitHub. The paper PERSIA: An Open, Hybrid System Scaling Deep Learning-based Recommenders up to 100 Trillion Parameters is on arXiv.

Author: Hecate He |Editor: Michael Sarazen

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Kwai, Kuaishou & ETH Zrich Propose PERSIA, a Distributed Training System That Supports Deep Learning-Based Recommenders of up to 100 Trillion...