Ret leveling talents dragonflight

Welcome to GamerHive

2023.06.07 19:41 AbrocomaLegitimate77 Welcome to GamerHive

Are you an avid gamer searching for a vibrant online community to connect, share, and engage with fellow gaming enthusiasts? Look no further! Welcome to GamerHive, the premier destination for gamers from all walks of life. Whether you're a casual player, a competitive esports enthusiast, or a devoted fan of classic video games, GamerHive is your new digital home.
Unleash Your Gaming Passion
At GamerHive, we understand the exhilarating rush that comes from embarking on epic gaming adventures. Our platform is built by gamers, for gamers, with a singular goal in mind: to create an immersive space where gaming enthusiasts can gather, collaborate, and forge lasting friendships. As you step into our buzzing hive, get ready to connect with like-minded individuals who share your passion for all things gaming.
Discover a Thriving Community
Our bustling community is teeming with dedicated gamers, ready to embrace you with open arms. Engage in lively discussions about the latest game releases, delve into in-depth analyses of gaming strategies, or exchange tips and tricks to conquer even the most challenging levels. Whether you're a PC gamer, console enthusiast, or a mobile gaming aficionado, you'll find your niche within GamerHive's diverse ecosystem.
Stay Up-to-Date with Gaming News
As the gaming industry evolves at lightning speed, it can be challenging to keep up with the latest trends, updates, and developments. Fear not, as GamerHive has you covered! Our dedicated team of gaming enthusiasts tirelessly scours the digital realm to bring you the most comprehensive and up-to-date gaming news. From exclusive interviews with renowned developers to breaking news about upcoming releases, our content will ensure you never miss a beat.
Immerse Yourself in Gaming Guides and Reviews
Are you stuck on a particularly difficult level or seeking advice on optimizing your gaming setup? GamerHive has a treasure trove of guides, tutorials, and reviews to help you level up your gaming skills. Our expert writers and contributors share their in-depth knowledge and insights, providing you with the strategies and tools you need to overcome challenges and unlock new achievements.
Join Exciting Tournaments and Events
Competitive gaming is at the heart of GamerHive, and we offer a thrilling array of tournaments and events for gamers of all skill levels. Whether you aspire to be a pro player or simply enjoy friendly competition, our regular competitions will provide you with exhilarating opportunities to showcase your talent and connect with fellow gamers who share your competitive spirit.
Engage in Meaningful Conversations
At GamerHive, we believe that gaming is more than just entertainment—it's a powerful medium that fosters connection and community. Engage in meaningful conversations with gamers from around the globe, share your gaming experiences, and learn from the diverse perspectives that enrich our community. Our forums and chat rooms are safe spaces where mutual respect and inclusivity thrive.
Experience Unmatched Social Features
We understand the importance of social interaction in the gaming world. GamerHive offers a plethora of social features designed to enhance your gaming experience. Create your personal profile, customize it to reflect your unique gaming style, and connect with friends old and new. Share your gaming achievements, screenshots, and videos, and let the GamerHive community celebrate your triumphs alongside you.
Your Gateway to Endless Possibilities
GamerHive is not just a gaming community; it's a gateway to endless possibilities. Discover new games, connect with inspiring gamers, and explore career opportunities in the gaming industry. Whether you dream of becoming a game developer, content creator, or esports professional, GamerHive is the perfect platform to nurture your aspirations and connect with the right people to turn your passion into a reality.
Join GamerHive Today!
Are you ready to embark on a thrilling journey through the gaming universe? Join GamerHive today and immerse yourself in a vibrant, welcoming community that celebrates everything gaming. Whether you're a seasoned veteran or a budding gamer, we can't wait to welcome you with open arms. Together, let's build memories, forge friendships, and unleash our collective gaming potential.
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2023.06.07 19:19 Old-Appointment7626 Same old same old

Same old same old BS from Moronzeliak. Pitching has been a pile of crap going back to 2019. This guy keeps talking about finding the answers within. The answers to the pitching problems are not within. He has benefited from a mediocre, at best, division and a fan base that have, until recently, supported him blindly. When he fired Schildt, it became apparent that anyone who disagreed with him would be removed as an obstacle. Like it or not this is the future of Cardinals baseball until Bill Dimwitt commits to signing A-level pitching talent and he gets over his man crush on Moronzeliak
submitted by Old-Appointment7626 to Cardinals [link] [comments]

2023.06.07 19:14 Tiddy_Critique Questions about hiring practices for alumni and EEOC violations

Precursor, I will start with backstory and then move on to the specific situation at hand.
I attended a small private (NFP regionally accredited) college in the US and graduated in 2022. I was a male adult learner at a college who’s demographics skewed about 80% F/NB and 5% adult learners returning to education. I have disabilities (Aspergers and Progressive MS) that is general knowledge among faculty and staff.
The college has a history of employing former students in roles in the college. As far as my estimation goes about 70% of staff and faculty are alumni. With most of the lower positions being filled with alumni from the past three - four years.
There is no career center for the college or functioning alumni network. It is a failing college and struggles daily to accomplish basic tasks.
These internal jobs are not posted on the website and are usually filled through word of mouth and skew heavily towards socially advantageous students.
Additionally students are often referred to jobs/opportunities in outside organizations through the similar nebulous social network of faculty and staff.
I did work study and had (in my own view) a strong connection to my school. Since graduation I have struggled to find a job which is more complicated than one might think given my disability status. I can say, that I have a high potential to be a good worker as I’m smart and diligent but I struggle socially with all levels of social interaction and I require some accommodations for physical duties.
I have occasionally reached out to faculty and staff regarding internal and external opportunities and I have been met with vague responses about maybe something will open up soon while my peers have been offered jobs in addition to outside opportunities. I understand that they for whatever reason have decided that I am not being seriously considered as part of the talent pool.
I also understand that the institution has no responsibility in general to seek out applicants through an external process regardless of what best practice is.
Here is the current situation I’m in.
I have a friend from my cohort that has been employed by the college in some capacity since graduation.
The school recently created a role for this alumnus that they declined. Knowing my current situation and skill set they recommend me for the position.
Within the next 24 hours I sent an email asking to be considered for the role to the two people that were in charge of the position.
By lunchtime the same day one of the hiring faculty went to my friends office and said they had already filled the position. This was within 3hrs of my email. I still haven’t heard anything from either of hiring faculty.
I talked to my dad who is a provost at another college and he thinks it’s a potential EEOC violation. I certainly feel gross about my relationship with the college a year out of school. I personally think it is hard given the lack of process and structure that I could distinctly argue this as a violation of EEOC. Though the role likely has gone to another student who is a recent graduate.
I’m unsure how much I would accomplish (other than burning a bridge and ruffling feathers) by filing a complaint.
Thanks for any advice, or clarity on this issue.
submitted by Tiddy_Critique to college [link] [comments]

2023.06.07 19:10 kiki_chan11 I fear that I am intellectually disabled

How do i get rid of this awful fear? Intellectually disabled people cannot get to a high level of anything. They might be able to achieve some things but they will never reach any kind of high level of success, like becoming a lawyer or a celebrity makeup artist or any other skilled artist or a skilled actor or dancer. They don’t have the Brain capacity to get on a high level in those fields, and knowing that I might have this disorder terrifies me to no END! It is preventing me from reaching towards my goals because my career of choice requires a highly intelligent mind. I want to pursue a career in the costume design industry and makeup artist industry and I plan on promoting myself through social media, as well as working as an influencer for brands. That takes a LOT of art skill, critical thinking skills, and management skills, and a strong sense of detail. All of these skills are needed to produce high quality work. Same goes for writing a song, or making music or painting something for an art gallery to be sold. Those things require an intelligent mind to have as well. Intellectually disabled people are not equipped to being able to get to a high enough level of skills to exceed in these types of fields.. which is why I am asking this… HOW do I get rid of this fear.. I know you guys can’t tell me if I am intellectually disabled or not because y’all are literally strangers lol but what do I do??? This obsessive irrational fear is hindering my success because I CONSTANTLY stress and worry about having this disability. Not a SINGLE moment goes by where this fear isn’t on my mind. Every mistake that I make triggers this fear. EVEN IF I DROP SOMETHING! It is that BAD! I wish I could just live life without these fears of being mentally handicapped crossing my brain… I know that there are ppl out here thriving who go weeks, days and MONTHS and YEARS EVEN without even THINKING about having a mental disability… I WISH that could be me… I feel like I am in a trap and I WISH I could just snap my fingers and this fear will dissipate… it’s driving me insane… so WHAT do I do… I’ve been told that I am intelligent by many people in my life but I STILL feel so much slower than everyone else and I can’t become as skilled or talented or knowledgeable in as fast of a pace as they can. I feel so inferior to other adults… because my pace of learning is SO much slower than theirs… it’s so so so MASSIVELY important to me that I become an advanced, skillful, multitalented individual and you CANNOT be all of these wonderful things with a mental handicap… please help me… I’m highly considering ending it all at this point because I am turning out like my narcissistic lowlife mother who has a mild intellectual impairment… this is where this fear comes from. I fear that I inherited my moms shitty genetics… she has a low IQ..
submitted by kiki_chan11 to mentalhealth [link] [comments]

2023.06.07 18:52 DRUGEND1 You are joking!

You are joking! submitted by DRUGEND1 to rickygervais [link] [comments]

2023.06.07 18:47 Wide-Examination-409 Talent Development Glossary

Talent Development Glossary

Talent Development Glossary

360° feedback evaluations draw from the perspectives and recommendations of superiors, direct reports, colleagues, and internal and external stakeholders to assess an individual's performance across various behavioral areas.

Talent Development Glossary


ADDIE model is an instructional systems design framework consisting of five stages:
  1. Analysis involves data collection to pinpoint specific needs, addressing the who, what, where, when, and why of the design process.
  2. Design represents the planning stage.
  3. Development entails selecting and creating training materials and content guided by learning objectives.
  4. Implementation occurs as the course is delivered, either in person or digitally.
  5. Evaluation is the continuous process of refining and enhancing instructional materials based on feedback gathered during and after implementation.
Adult learning theory encompasses the collective principles and theories governing how adults learn and acquire knowledge. Malcolm Knowles popularized this concept, providing the foundation for training and developing professionals to address workplace learning needs effectively.
Affective learningrefers to knowledge acquisition based on Benjamin Bloom's taxonomy, which identifies three learning domains: cognitive (knowledge), affective (attitude), and psychomotor (skills). This taxonomy, which classifies thinking and learning processes, offers a framework for devising instructional strategies, materials, and activities to enhance individual workplace learning and performance. Affective learning pertains to the learners' mindset or behavior.
Analysis is the process of examining the components of workplace learning and performance. It is used to determine the following:
  • Gap analysis identifies discrepancies between desired and actual knowledge, skills, and performance, as well as the underlying causes.
  • Job analysis pinpoints learners' workplace duties, responsibilities, and tasks performed daily, weekly, monthly, or yearly.
  • Needs analysis involves data collection and synthesis to determine how training can help an organization achieve its objectives.
  • Task analysis identifies specific steps required for the accurate execution of job functions.
Andragogy, derived from the Greek term for adult learning, refers to the methods and practices employed in teaching adults. Malcolm Knowles advanced this theory, outlining five essential principles of adult learning: Self-concept, experience, learning readiness, orientation to learning, and motivation to learn.
Areas of expertise (AOEs) represent the particular technical and professional skills and knowledge mastery required for success in learning and development.
Appreciative inquiry (AI) theory is an organizational change strategy that analyzes positive and successful operations rather than negative or failing ones. The AI 4-D cycle—discovery, dream, design, and destiny–encompasses problem identification, cause analysis, solution exploration, and action plan development.
Artificial Intelligence (AI) is a machine's capacity to emulate human cognitive processes, such as perception, reasoning, learning, environmental interaction, problem-solving, and creativity.
Asynchronous learning occurs when trainers and learners engage in learning activities without being simultaneously present in time or location, as seen in asynchronous e-learning.
Authoring tools are software applications that enable content experts to develop learning material by interacting with a computer using everyday language. Core Competency's Learning Management System, or LMS, offers a robust set of authoring tools.


Balanced scorecard is a management system used to plan, measure, and monitor an organization's performance across four essential aspects: Financial, business processes, customer, and organizational capacity.
Behavioral career counseling employs a scientifically rigorous method for career decision-making that draws upon concepts from psychology.
Behaviorism is a learning theory centered on observable and quantifiable behavior, commonly associated with psychologist B.F. Skinner, asserts that animal and human behavior arise through conditioning, or the reinforcement of desired responses.
Benchmarking involves assessing quality by comparing business process metrics to standard measurements or industry best practices. It aims to compare and analyze similar items to understand how other organizations achieve performance levels and apply this knowledge for improvement.
Blended learning combines formal and informal learning elements such as classroom instruction, online learning, and on-the-job coaching within a single curriculum.
Bloom's taxonomy, created by Benjamin Bloom, is a hierarchical model that categorizes learning into three outcomes or domains: cognitive (knowledge), psychomotor (skills), and affective (attitude), collectively referred to as KSAs. The domain categories employ verbs to define behavior in a hierarchical relationship, growing progressively more complex and challenging to achieve. This taxonomy is valuable for crafting learning objectives.
Business insight entails understanding the critical factors impacting a business, including its current situation, industry or market influences, and growth drivers. It also encompasses comprehending how an organization fulfills its mission or purpose, generates and spends money, makes decisions, and the internal processes and structures that enable work completion.
Business insight entails understanding the critical factors impacting a business, including its current situation, industry or market influences, and growth drivers. It also encompasses comprehending how an organization fulfills its mission or purpose, generates and spends money, makes decisions, and the internal processes and structures that enable work completion.


Career advising provides guidance on how to make vocational and occupational decisions and recommends possible development opportunities.
Career development programs are planned interactions between a company and its employees that allow them to advance within the company.
Case study is a learning method that presents a real or hypothetical situation for analysis and problem-solving.
Certification enhances technical competencies through study, testing, and practical application while pursuing a recognized designation.
Change agent is an individual or group responsible for initiating or executing organizational change, understanding organizational and personal change dynamics, and striving to create different conditions within an organization.
Change management facilitates organizational change by employing structured approaches to transition individuals, teams, and organizations from an existing to a desired future state.
Chief Learning Officer (CLO) oversees organizational learning within a corporation. This role emerged in the late 1980s to align corporate learning strategies and people development with business objectives, elevating organizational learning as a crucial factor in an organization's success.
Chief Talent Development Officer is the executive responsible for the organization's talent development program. Also referred to as the chief learning officer, this role reports directly to the CEO.
Cloud is a model of computing that provides a shared network for accessing computing resources. As a concept still in its early stages of development, cloud computing is driving a significant shift in information technology that will impact everyone in the modern world.
Coaches assist individuals and teams in reaching their maximum potential through goal-setting, leveraging strengths, seeking development, and achieving results.
Coaching, according to the International Coaching Federation, is partnering with people in a thought-provoking and creative process that inspires them to maximize their professional potential. It is different from counseling, mentoring, training, and advice-giving as it may be provided on the job by a supervisor providing constructive feedback and advice to help improve an employee's performance.
Cognition is acquiring knowledge and understanding through our senses, thoughts, and experiences. Since the 15th century, the term has been used to describe how we think and understand the world.
Collaboration is an interaction between two or more individuals working towards a common goal, with equal participation, communication, and involvement opportunities. In conflict resolution, collaboration involves both parties working together to develop a win-win solution.
Collaborative learning is an instructional method that involves working together, either online or in person, to discover, learn, solve problems, and share information. The facilitator can use this method to encourage audience participation and engagement.
Communication involves active listening, supporting dialogue, and expressing feelings, ideas, and thoughts clearly, concisely, and persuasively. When sharing information or sending a message effectively, these six essential attributes (6Cs) are recommended:
  • Clear: Choosing precise, descriptive, and audience-appropriate words
  • Correct: Selecting accurate words and using proper grammar, avoiding misused words
  • Complete: Articulating comprehensive messages, including all relevant details
  • Concise: Choosing short, specific sentences and phrases and avoiding rambling
  • Coherent: Maintaining consistency, using simple sentence structures, and presenting information in an easy-to-follow order
  • Courteous: Employing respectful, friendly, positive, gender-neutral, and sensitive language and avoiding accusatory or blaming language
Community of Practice (CoP) consists of individuals sharing experiences and having a common interest in an area of competence.
Read more here -
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2023.06.07 18:45 Sonk_fps Imperial vs Vitality commentary

Mauisnake made a comment along the lines of
“Players are saying .noclip in chat noting their confusion with that play!”
I feel like if you’re gonna be considered one of the top analysts/casters you have to know basic shit like noclip binds exist and get hit accidentally before you can pose as an expert on what goes on in a pro’s mind. Just cements in my mind that this person doesn’t actually play CS, so why is he providing insight to the highest level of play?
It wouldn’t be as irking without the general harsh questioning of pros doing what they do throughout the game. It comes off as him trying to flaunt that he has superior gamesense and decision making. Really starts to make sense why s1mple and other pros make comments about desk talent knowing nothing
submitted by Sonk_fps to GlobalOffensive [link] [comments]

2023.06.07 18:44 Wide-Examination-409 Competency Management: The Key to Success in 2023

Competency Management: The Key to Success in 2023
The battle for exceptional talent is intense. As a result, employers must refine their recruitment processes to attract the finest employees swiftly and establish an efficient competency management system to oversee employee development.
This article delves into competency management and offers tips on optimizing your competency management plan for 2023 and beyond.

Understanding Competency Management

To begin, let's define competencies. They are the blend of knowledge, skills, and expertise that an individual or organization possesses.
Thus, competency management involves identifying, monitoring, and nurturing employees' competencies to ensure their skills and behaviors align with the company's goals. Companies gain a competitive advantage when they employ an effective competency framework for recruiting, developing, engaging, and retaining their staff.

The Significance of Competency Management

Competency management's importance grows each year. Organizations face mounting challenges in retaining highly skilled staff in a competitive market while improving performance and cultivating leadership talent internally. Competency management can help in these areas.

Which Processes Does Competency Management Integrate With?

Competency management plays a role in several people management processes, such as:
  • Skill development
  • Performance management
  • Strategic planning
  • Candidate profiling
  • Succession planning

Advantages of Competency Management

The primary benefits of competency management include the following:
  • Identifying the skills needed for success in a specific role enables HR to pinpoint candidates who will excel more accurate
  • Streamlining onboarding and training for new employees and enhancing their performance by providing clear, defined guidelines for their job responsibilities
  • Realizing that external hiring may not always be necessary and instead focusing on internal training and events to enhance the team's overall skill set, leading to substantial cost savings in talent acquisition and recruitment
  • Boosting productivity by allowing managers to assess skills, identify gaps, and offer the required training to develop those skills, ultimately reducing the likelihood of errors and other issues
  • A company's leadership team investing in the growth of their employees will have a greater likelihood of retaining them and allowing them to continue contributing their valuable skills
  • Fostering leaders within the organization, as employees appreciate leadership opportunities and a skilled, loyal leadership team developed through effective competency management will engage employees and transform them into long-term assets

Competency Management

Launching Your Competency Management Journey

If you've decided that competency management is right for your organization but need to know how to start, don't worry. To help you begin, here are five straightforward steps:

#1 Secure Support from Top-Level Management

Ensure your senior executive team supports your competency management initiative and provides the necessary resources for successful implementation. Schedule a meeting to explain the competency framework and obtain their commitment to the process.
Establish reasonable expectations regarding the anticipated outcomes, the immediate value of a competency management program, and long-term benefits. Consider running a competency pilot in a specific area of your organization to identify what works and doesn't and showcase early advantages for the team and the business.

#2 Choose a Suitable Competency Model

You don't have to create your competency library from scratch. Numerous pre-existing competency models, such as O*NET and NICE are available, which can save businesses considerable effort and time.
Start with essential skills for all employees, and then research and select a competency model that fits your organization. Remember that you can always include additional leadership, functional, or job-specific qualities tailored to your company's requirements.
Implement the model consistently across your organization to ensure everyone understands it. Update job descriptions to include necessary skills and proficiencies directly impacting business outcomes and performance, and implement these changes.

#3 Utilize Competency Management Software

While it's possible to identify, evaluate, and manage skills and competencies without competency management software, using such a system simplifies and automates the process, allowing you to focus more on the L&D activities that enhance employee skills and performance.
Competency management software like Core Competency System offer valuable insights into your workforce's potential performance by aligning the skills required for roles within your business with your employees' abilities.

#4 Conduct a Skills Gap Analysis

Competency-based skill assessments can help you recognize your employees' strengths and areas for improvement. Employees can use online skills assessments to gauge their proficiency in essential competencies. Supervisors and mentors can also provide input for a comprehensive perspective.
Determine where to allocate development resources. To do this, analyze the results to obtain a baseline understanding of individual and group strengths and areas for growth. That should be the first of several skills gap analyses, as most companies incorporate competency-based evaluations into their ongoing performance management efforts.

#5 Ensure the Program Addresses Skill Gaps

Leverage the data generated by your competency management system to identify individual, team, and organization-wide strengths and skill gaps. Then, tailor your learning and development program to align with your competency framework in areas with significant skill gaps, as this will have a considerable impact.
Creating personalized learning plans and implementing group training initiatives are excellent methods for enhancing crucial skills, knowledge, and behaviors. In addition, employees can monitor their progress and contributions by tracking their skills over time.

Maximizing Competency Management

Business leaders and management teams often make critical decisions impulsively, relying on intuition and assumptions without reliable data. As a result, even when outcomes are positive, they may need help understanding why.
Competency management software like Core Competency System offer a data-driven framework for making informed decisions about workforce priorities, productivity, and development. You can use competency management to drive progress in areas such as:

Talent Acquisition

According to DDI research, organizations that use competencies are more likely to rate their hiring processes as effective in filling vital roles quickly and efficiently. Companies that clearly define comprehensive success profiles are better equipped to compete for and attract the needed talent.
Focusing on business-critical skills during interviews and assessments ensures incoming talent is better prepared to meet business demands, leading to shorter ramp-up times.

Cultivating a Strong Culture

Competencies serve as tangible expressions of an organization's values. For instance, a company might want to foster a culture of innovation. However, the concept remains vague until you identify the specific behaviors or skills needed for innovation.
Managers should encourage behaviors aligned with the desired culture and hire individuals with compatible skills and motivations.

Managing Individual Performance

Competencies provide a common language for managers and employees, clarifying the HOWs of performance plans. Performance plans often focus too much on the WHATs (outcomes/objectives) without providing behavioral guidance when skills are undefined.
Competencies help develop performance plans, ensuring employees understand the behaviors required to achieve goals. In addition, utilizing the competency framework can assist in evaluating team members and offering feedback throughout the performance cycle.

What to Avoid When Implementing Competency Management?

When putting competency management into practice, avoid these pitfalls:
  • Relying on paper-based processes can yield insufficient information, making it less effective
  • If poorly executed, employees and managers may not see the benefits of participating in the program
  • If competencies or the approach are too complex, individuals may need help to engage
  • Assessments can become outdated if competencies aren't updated as technologies and skills evolve

How Core Competency Can Assist

Core Competency Training offers content development services and software solutions for competency enhancement. Our software solutions include a Learning Management System (SCORM Compatible), Competency Management System, Competency-based Assessment & Interview System, Virtual Classroom, and Audience Response System for effective classroom-based training sessions.
These applications support quality hiring, the right talent, and efficient competency improvement within the corporate workforce. We've got over 15 years of experience working with various industries and sectors for top-tier organizations.


A well-executed competency management program eliminates uncertainty in acquiring, developing, and retaining exceptional talent. With adequate planning and preparation, you can initiate a successful program immediately. It is essential for effective competency management in 2023.
However, if you haven't previously used competency management systems, it may be somewhat challenging to master. As a result, Core Competency has all the technology and expertise you need to meet your business goals.
Our state-of-the-art HR platform includes all the tools needed to optimize your learning and development initiatives, including competency management. Contact us today to try a demo!
You can contact them today for your online competency assessment needs. Get in touch:[[email protected]](mailto:[email protected]) Core Competency Online assessment software Or Contact them: +91 8527885550
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2023.06.07 18:42 Wide-Examination-409 Developing an Effective Employee Training Plan

Developing an Effective Employee Training Plan
Benjamin Franklin once stated, "By failing to prepare, you are preparing to fail." This concept also applies to employee training; if conducted spontaneously, it will likely be ineffective and not contribute value to your organization.
Developing a well-thought-out training plan is the foundation for a successful training initiative and helps bring your company closer to achieving its goals.
This article offers a step-by-step guide to creating an excellent training plan and provides a ready-to-use template to initiate the training process effectively. We will cover the following:
  • What is an employee training plan?
  • What components should an employee training plan contain?
  • Steps to create an employee training plan
  • FAQ
  • Conclusion

Defining an Employee Training Plan

An employee training plan outlines the necessary steps, timeline, resources, responsible individuals, and curriculum for effective organizational staff training. It is a framework for a training program that documents its essential components and aims to standardize training to align it with anticipated business outcomes.
In essence, an employee training plan is a strategy that prepares you as an employer to invest effort into a training program. Developing a training plan involves collaboration between the HR department, a team of supervisors, and senior management, making it a critical document.

Critical Components of an Employee Training Plan

While the plan's contents are ultimately up to you, it should include these essential elements:
  • A proposed schedule
  • Objectives set for learners
  • Tasks to be completed within a timeframe
  • Responsible personnel (trainer, instructor, mentor, etc.)
  • Methods or activities used during the training

Employee Training Plan
However, there is no universal plan template that everyone must adhere to. Training plans can vary and may also encompass a curriculum, essential skills to develop, desired outcomes, evaluation methods, responsible team members, props, and resources, among other aspects.
In any case, the plan's contents still depend on the supervisor's discretion and require management approval.

Steps to Develop an Employee Training Plan

Before hastily making decisions about roles and timelines, consider the prerequisites for training and invest effort into thorough preparation. Here are the seven steps to creating an employee training plan, with half being theoretical. We recommend these preparation steps, as they form the foundation for any successful training initiative.
#1 Align with your business goals
When creating a new training plan, it's crucial to consider your company's objectives and the issues it seeks to address through training. These can include:
  • Accelerating the onboarding process for improved employee productivity
  • Addressing high turnover for enhanced reputation and cost reduction
  • Boosting employee compliance for operational stability
You can expand this list, but the main goal is to ensure that your future training plan is purpose-driven and contributes to one of these objectives. It's helpful to articulate specific, measurable goals for the training, such as:
  • Decrease customer service agents' time to productivity from 10 weeks to 6 weeks
  • Lower the turnover rate to 10%
  • Establish a completely safe work environment and avoid OSHA or similar regulatory fines during the next inspection
#2 Identify your target audience and their requirements
Training plans can be as diverse as the job positions within a company. Additionally, they may differ depending on an employee's stage in their career journey. For instance, new graduates entering your organization will have distinct learning needs compared to experienced professionals.
It's crucial to clearly understand who you will be training, their prior knowledge and background, their schedules, whether they work on-site or remotely, and, most importantly, what they need to learn to perform better. Conducting interviews with employees and managers about their training needs and desired improvements can significantly inform your plan.
Individual training plans can also be developed to create a personalized professional growth path, which should be discussed with the employee. Ideally, the final plan should meet managers' and employees' expectations while aligning with the broader goal in Step 1.
#3 Determine your training approach
Training plans will naturally differ based on the type of employee training being developed. However, companies typically implement at least three typical training approaches:
  • Orientation: Company culture and history, mission and values, product offerings, code of conduct, etc.
  • Safety and compliance: Fire safety, sanitation guidelines, cybersecurity, industry regulations, anti-money laundering, etc.
  • Job-specific training: Product manufacturing, equipment maintenance, direct sales, supply chain management, etc.
Each approach has unique tasks and phases, but they can all be part of a more comprehensive onboarding program. For example, as employees progress within a company, there may be ongoing upskilling initiatives and leadership training targeting your talent pool.
The number of participants, frequency, duration, material complexity, and associated costs, such as trainer fees, will vary significantly in each case. Defining learning objectives for your employees is crucial, which leads to the next step.
#4 Establish well-defined learning objectives
Before implementing the plan, articulate your desired training outcomes. That will help maintain training focus, achieve consistency, and guide learners' efforts toward the expected performance.
Consider breaking the objectives into specific, measurable goals, with at least two for each training session or course. For example, orientation training objectives could be:
  • Objective 1: Become familiar with the company culture
  • Objective 2: Understand the company's primary products and their competitive edge
Announcing objectives in advance and guiding learners through them during training can help maintain focus and allow learners to progress through small milestones within the training program.
#5 Develop tasks for accomplishment
Once the objectives are set, divide them into practical steps employees must take to gain proficiency in a particular topic or develop a specific skill set. With increasing complexity levels, these training tasks will influence employee productivity over time.
Determine the actions, exercises, or experiences to help employees achieve the learning goals. And remember that a training plan should introduce new knowledge when employees are prepared for the next stage. Simultaneously, establish deadlines to monitor their progress and ensure they are staying on track.
#6 Select the ideal training format
Once you've determined the topic or skill to teach your learners, it's time to choose the most suitable delivery method. Numerous learning delivery methods are available, including instructor-led training, virtual classrooms, eLearning, mobile learning, and coaching.
You can opt for various training activities in different formats based on the training materials, available hardware/equipment, and suitable classroom space for in-person sessions.
When choosing the optimal delivery method for your training plan, consider the number of learners, training frequency, available space, and budget. More specialized training programs, like leadership development, often require a personalized, in-person approach and are frequently conducted through coaching sessions.
Online courses or training manuals may be more appropriate for large-scale orientation training. Online courses and quizzes can help cover essential topics and assess learners' retention of new information. Additionally, you can repurpose existing materials, memos, manuals, and slides into online courses using the right online training tools.
One such tool is Core Competency LMS, which allows users to plan, create, and distribute eLearning materials in various formats.
#7 Implement your plan
This stage involves implementing your training plan and experiencing its initial results. After receiving final approval from management, ensure that employees, mentors/trainers/instructors, team supervisors, and department heads have easy access to the training plans.
You can quickly onboard your employees with the help of a learning management system. This online platform enables learners to take courses and quizzes, access the corporate knowledge base, and enroll in specific training programs on any device.
Moreover, a system like Core Competency LMS allows employees to stay informed about all scheduled activities and receive notifications about upcoming deadlines, ensuring nothing important is missed.
As mentioned, an effective employee training plan delivers knowledge when employees need it. Core Competency LMS can automatically assign required courses to new hires or other employee groups and roll out training courses, videos, manuals, and other content in a specific sequence.
Subsequent materials will become available only after completing the previous ones and executing your training plan as intended. These and other valuable functionalities of Core Competency LMS can significantly enhance your L&D workflows and decrease the time and financial resources invested in training initiatives.
#8 Evaluate the success of your training plan
Using the objectives established in Step 3, assess your learners' progress. Did they complete all assigned tasks? How well did they perform in assessments, if any were included? Did they have sufficient time, or did it take them longer than a day, a week, or the entire probationary period to finish the training?
At this stage, gathering feedback from learners, fellow instructors, and mentors is crucial to refine the training plan. Depending on the training scenario, ask your learners what they gained, if they can distinguish between products A and B, or how they comprehend the company's mission, among other questions.

FAQ About Training Plans

Let's review what we've discussed regarding training plans and their execution.
What's the purpose of a training plan?
Essentially, a training plan outlines the upcoming training process for a specific role, ensuring consistency, standardization, and repeatability within the organization.
What are the fundamental elements of a training plan?
A training plan's primary components include a schedule, responsible parties, learning objectives, training tasks, and educational resources.
How do you implement a training plan?
The most effective method for implementing an employee training plan is by using an LMS. A system like Core Competency LMS significantly automates training execution and monitors employee progress in any training program.
Developing a training plan for employees is simple enough. However, it does require thoughtful consideration and a balance between employees' needs, business objectives, and available resources. The rest comes down to technique or the appropriate online training technology.
Would you like to streamline training processes and guarantee a smooth launch of any training plan? Then you should start leveraging the industry-leading Core Competency LMS. Schedule your free demo today and see it in action.
You can contact them today for your online competency assessment needs. Get in touch: [[email protected]](mailto:[email protected]) Core Competency Online assessment software Or Contact them: +91 8527885550
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2023.06.07 18:40 Wide-Examination-409 Equip Your Manufacturing Workforce for the Future Through Online Education

Equip Your Manufacturing Workforce for the Future Through Online Education
The U.S. manufacturing skills gap is predicted to result in up to 2.1 million unfilled manufacturing jobs by 2030, according to a study by Deloitte and The Manufacturing Institute. That could cost the U.S. economy over $1 trillion.
The study suggests that the rapid digital transformation is responsible for the difficulties 77% of surveyed manufacturers face in attracting and retaining talent. In addition, this digital transformation has fundamentally altered the jobs and skill sets required in the industry.
This alarming data about the manufacturing sector is not restricted to the world's largest economy. Other developed countries across the globe are experiencing the same, as soon will developing countries like India, China, and others.
The modern manufacturing workforce needs increasingly specialized skills to work with evolving manufacturing technology—skills many have not yet acquired. Manufacturers must assess their employees' skills and develop learning cultures that nurture and maintain the workforces they require to stay competitive.

Online Education
Investing in an online training system is an effective way to develop the necessary skill sets. It allows manufacturers to quickly create engaging training, efficiently distribute it across devices to their entire workforce, and easily manage it from a single platform.
Moreover, online training helps establish a learning culture, making a company more appealing to potential employees. Here are some ways to optimize online learning to reduce skill gaps, adapt to shifting business requirements, and embrace advanced manufacturing technology as an ally rather than a challenge.
Onboarding: Start your employees on the right foot
Comprehensive, consistent onboarding is essential in any industry. In addition to making employees feel appreciated and supported, it can give them the tools they need to succeed daily. Onboarding also offers an opportunity to inform employees about potential career paths and present online learning as the foundation for their skill development.
By standardizing and streamlining the onboarding process with online training, everyone can begin on the same footing and at a faster pace.
Connection: Educate and maintain contact with your global teams
Many manufacturing companies have employees dispersed across various facilities. That creates the challenge of quickly and efficiently sharing information and urgent updates with the workforce. For example, when introducing or upgrading equipment or modifying a production line process, combining hands-on learning with online education is an effective way to distribute vital information to numerous employees across multiple locations quickly.
Easy access: Remove obstacles to learning
Manufacturing workforces have diverse educational and skill levels and often work different shifts—especially in 24/7 manufacturing sites. Gathering a group of individuals with varying schedules can be challenging enough and catering to each person's learning needs adds even more complexity. Online training eliminates the inconvenience of in-person meetings.
Furthermore, online learning ensures that each employee has ongoing access to specific course content, regardless of location—on their timetable and skill level.
Safety: Ensure a secure work environment for your employees in manufacturing facilities
Manufacturing facilities are governed by strict safety regulations, and failing to educate your workforce on workplace safety could have serious repercussions. As new technologies are integrated into facilities, OSHA (Occupational Safety and Health Administration) or similar regulatory frameworks update their risk and safety policies to optimize employee protection.
Utilize online training to promptly provide all your employees with health and safety best practices information. Online education allows you to guide your workforce through various workplace situations and offer easily understandable directions on how to safely and successfully navigate them.
Adaptability: Train your workforce in multiple areas for a more resilient organization
In the current job market, many manufacturers seek multifaceted employees capable of contributing to different aspects of their businesses. In the 2021 Deloitte Global Resilience study, chief experience officers identified flexibility/adaptability as the most crucial workforce attribute for an organization's future.
Cross-training employees enables manufacturers to adjust when business requirements change. Whether it's a shift in product mix from memory chips to ASICs, a supply chain disruption leading to a scarcity of raw materials, a pandemic impacting a significant portion of your workforce, or any other change—cross-training will help your organization maintain agility and resilience.
Jumpstart your online learning initiatives with Core Competency's suite of enterprise-grade competency management systems and services. Schedule your free demo today and see it in action. Read more here
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2023.06.07 18:38 Wide-Examination-409 Utilizing Predictive Analytics for Effective Talent Management

Utilizing Predictive Analytics for Effective Talent Management
While there may be no magic crystal balls, companies still possess the capacity to peer into the future. Buried within recruitment decisions, performance evaluations, and employee engagement surveys are trends that can guide businesses in making informed, data-driven choices for their future. The key lies in discovering how and where to search.
By skillfully employing predictive analytics—leveraging historical and current data to foresee upcoming events—organizations can enhance their recruitment processes, predict skill gaps, prevent employee turnover, and respond to significant disruptive occurrences.
That explains the nearly 50% increase in predictive analytics adoption over the past three years, as a 2022 SkyQuest Technology survey reported. Company leaders who utilize workforce analytics claim to have a more profound comprehension of their talent requirements than those who don't. They also express higher satisfaction with their overall HR operations.
However, the survey also disclosed that 42% of businesses do not use workforce analytics, which may result in missed opportunities and the perpetuation of incorrect assumptions.
Organizations of all sizes can profit from examining their historical and current data, using it to foresee potential future developments and determine the appropriate reactions. However, it is crucial to recognize that predictive analytics does not merely extend previous trends into the future.

Talent Management

Intelligent Recruitment

Recruitment and expansion are natural entry points for implementing predictive analytics for numerous organizations, as these HR functions are vital to business strategies. For example, a 2022 Talent Acquisition Trends study by Lighthouse Research & Advisory, a company that investigates critical HR trends and technologies, reveals that 83% of talent executives consider hiring to have evolved from an HR priority to a business-level priority.
It is insufficient for HR to merely be aware of their workforce size. Instead, HR leaders are frequently expected to predict future skill demands and pinpoint potential turnover issues and solutions. In a modern workforce, this implies that organizations should base their hiring decisions on the skills required for current and future employees.
Predictive analytics can offer more profound insights by comparing a job applicant to a profile of an organization's most successful employees. Companies can develop a model of an "ideal" employee based on the skills, competencies, and experiences of employees who have excelled within the organization.
The objective is not to generate a group of identical replicas but to recognize qualities that might enable employees to succeed in a specific company. Recruiters can then employ this model and technology, such as applicant tracking systems and competency management systems, to help narrow a list of job applicants.

Retaining Top-Performing Employees

Recruiting an employee is merely one aspect of the challenge. The other crucial factor is retaining them. In addition, employee retention is a domain where companies can effectively utilize predictive analytics.
Information that most HR departments or organizations already monitor—employee engagement rates, duration since the last promotion, performance appraisal scores—can be input into predictive tools to help pinpoint indicators that suggest employees who are at risk of leaving. Recognizing why employees are likely to depart a company enables HR to implement retention strategies. That can save businesses money on recruitment, training, and lost productivity in the long term.
A recent Gallup study demonstrates the significant impact of managers regularly engaging with their employees. Although only 1 in 3 global employees strongly agree that someone has discussed their progress in the past six months, employees who receive important feedback at least weekly are half as likely to seek a new job, according to the survey findings.

Where to Concentrate

Despite considerable support from business leaders, the SkyQuest survey discovered that only 20 percent of organizations extensively use analytics. The primary barriers identified are a lack of funding, a lack of expertise, and a lack of data.
Both large and small companies can encounter these challenges. More prominent companies may be inundated with excessive data, while smaller ones might need more data to derive valuable insights. For instance, examining historical data on why female managers depart from a company may be less helpful for companies with only a few female managers. However, there are measures HR can take to tackle these issues.
Predictive analytics may be more beneficial if applied to a few critical areas rather than creating forecasts for many. People analytics experts agree that having a human perspective when making predictions is vital.
Looking to harness your HR data for valuable insights? At Core Competency, we have the expertise and resources to help you accomplish your goals. Connect with our client success representatives today for assistance.
If you have any questions on “Behavioural Assessments”, please feel free to contact: [[email protected]](mailto:[email protected]) or get in touch with us through our website
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2023.06.07 18:19 Bigpapa42_2006 Squad Building After Promotion

Not really looking for advice or suggestions, per se. But curious if others have structured approaches to how they build their squad after gaining promotion.
Really enjoy getting a squad promoted and building them for the new division. Typically with a Championship clubs promoting into the Prem... and the Prem money makes it a bit different than it might be in other leagues. Most of these saves last 2-3 years as the Prem can be un-fun in some ways. I've had several saves on FM23 where I've done this with Luton and to celebrate them actually doing it in reality, I've taken up another Luton save. Just finished the first season with promotion. In June 2023, getting deals done for the first season in the Prem in my usual way and I was struck by the midnight thought of "maybe other FMers do this differently".
A bit of context... Luton a bit unique in that over half of the first team is out of contract in the summer of 2023. So the squad clear out that is often part of the process of building up for the new division happens naturally, unless you extend a lot of contracts (and you can't afford to). Rather than splitting focus between clearing out the existing players and adding new players, the manager can focus mostly on additions.
With Luton, the needs are significant. The squad is good for the Championship but few will effectively make the step up. Using a 3-3-2-2 formation, and was able to add a few pieces in the winter window after an unexpected sale. Despite that, the needs are... starting GK, backup GK, at least two and probably three CBs... starting LWB and a backup, starting RWB, starting DM, at least one backup MC, and two strikers, one of whom can start and hopefully score some goals at the Prem level. So yeah... a lot.
The money in the Prem is fairly consistently in the 30-40m range for transfer budget, and around 500-600K per week in wages. Get Norwich or Burnley promoted and the wage budget might be higher, but I've seen similar with a few different clubs.
My typical approach starts well before the season ends. I'm assessing the current squad through the season, deciding who to keep, who to get rid of, and what positions to target. I generally having the squad sorted as early into the pre-season as possible, rather than looking to add key pieces late in the window after the season has already started. Scouting is being done through the season in preparation. I end up with an ever-growing shortlist of players. Sometimes even several shortlists to organize things more effectively.
In terms of recruitment, I try to vary it. Use all the typical tricks. Backload deals to stretch the money out. Constantly watch for transfer listed players (can get someone like Rob Holding or Ben Wilmot or Will Hughes for a bargain sometimes. spend time looking through the squads of relegated squads in every big league. Spend time looking at the reserve and youth squads of the Big Six, as they have talented prospects they are sometimes available for cheap (bonus as man are English) and can be nice developmental depth. Free signings for depth. Some veterans with strong mentals and leadership. Try to avoid too much focus on the wonderkids, as they don't always represent immediate value (as in you are paying for potential rather than current ability). And timing is a big piece of this for me - i want the squad as settled as possible as early as possible. More time to build cohesion and morale, as that can be key in a survival race.
So the "there may be another way" thought popped into my head as I was getting close to July 1st in the save. I felt concern that there were still significant squad needs I hadn't addressed yet... but its genuinely still just mid-summer. The window runs for two more months. And waiting for deals has possible value... some players will drop in asking in price (and wage demands) as the window goes on. Other clubs recruitment will mean some of their players may become expendable.
TL/DR... do you have a systematic approach to recruitment and squad building after a promotion? If so, what is that approach?
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2023.06.07 17:56 uggsandstarbux Defending the Draft 2023: Minnesota Vikings

Link to Hub

Recapping 2022

2022 was a dangerous year to be a Vikings fan, especially if you have a pre-existing heart condition. While a season of 13 wins -- tied for the most since 1998 -- may seem like the team is in a position to make a Superbowl push, the actual quality of the team is a lot more... well, mediocre.
The 2022 Vikings ranked 19th in offensive EPA per play, 25th in defensive EPA per play, 27th in Overall DVOA, and 15th in Pythagorean Wins (with 8.4 expected wins). Kevin O'Connell always preached the performance of the team in priority situations. The team finished 12th in 3rd down conversion rate and 8th in red zone conversion rate. And the team led the league -- by far -- in the number of 4th quarter comebacks and game winning drives. When it was time to put up or shut up, the team put up hard. Except for in the playoffs.

2023 Offseason

All of that made the future of the Vikings tough to read. But Kwesi Adofo-Mensah and the rest of the front office told us what they thought of the team with their free agency moves. In a league where teams are trading the farm for Hall of Fame QBs and giving $20M/Year deals to nose tackles and guards, the Vikings' big free agent splash were a one year deal on an injury-prone DE and a good-not-great corner that doesn't even crack the top 20 highest AAVs at the position. Concurrently, the team parted ways with half of the team's 2022 captains to try to get under the cap. All of this while the team is not done with transactions -- Dalvin Cook still presents as a cut candidate due to his age and contract structure.
Notable Departures:
Notable Arrivals:
Other Notable Transactions:
The other major change that influenced how the team addresses the draft was the shift from Ed Donatell's Cover 2 shell defense to Brian Flores's aggressive man defense. Compared to the 2022 Vikings, Flores's 2021 Dolphins blitzed over twice as often and played with light boxes at roughly half the rate. On top of the front seven, one of the biggest changes in scheme is the Cover 2 alignment, which Donatell employed on nearly half of all defensive snaps compared to just 12% for Flores's 2021 Miami team. With one crop of rookies and free agents brought in to play in a Fangio style scheme, the defense would have to undergo a massive shift to succeed in a scheme that can only be described as the complete opposite of what was run in 2022.

Draft Needs

Cornerback - Arguably the Vikings' biggest need, the team was without a true CB1. Byron Murphy comes aboard as the most experienced player. Pegged a slot-only player through his first three years, Murphy spent most of his time in 2022 outside and had a career year. After that, the team looked to rely on improvements from their 2022 draft class with Andrew Booth and Akayleb Evans, two players that combined for fewer than 300 defensive snaps last season primarily due to injury. You can see how KAM and crew, confident in their scouting ability, are betting on health to affect the secondary for the better. But taking another bet on a young player is a smart move at a position where depth is always a good thing.
Interior Defensive Line - The loss of Dalvin Tomlinson -- who played 551 snaps last year and compiled 14 pressures -- leaves issues next to Harrison Phillips. Jonathan Bullard was third on the IDL with 319 snaps last season and returns on a one year deal. Tonga and Lynch had some flashes, and the team brought in Lowry. The rotation (optimistically) can get to competent. But finding a true winner on the inside of the line was viewed by many as a priority.
Wide Receiver - The Vikings starting personnel at WR heading in to the draft was Justin Jefferson (stud), KJ Osborn (decent), and... Jalen Nailor? Brandon Powell? Oh dear Lord don't tell me it's Jalen Reagor. The loss of Adam Thielen was expected, but nevertheless leaves a gaping hole next to JJ and KJ in the lineup. Keenan McCardell is arguably the best WR coach in the league, and playing with Jefferson would give one-on-one opportunities for any receiver. But having somebody that can actually win those one-on-ones remains a question.
Inside Linebacker - Eric Kendricks's jersey change marks the true end of an era at LB. Kendricks struggled in Donatell's scheme last season, as did most players. But he was a longtime leader on the defense and a valued community member. Jordan Hicks, Brian Asamoah, and Troy Reeder sit atop the depth chart. Hicks can be solid and Asamoah had flashes, but counting on this group as every down players is a risk to say the least.
Offensive Guard - Ed Ingram was one of the worst starting guards in the league last season. But he's a rookie. Maybe he gets better in year 2. Maybe he stays terrible. Even if you're optimistic there, Ezra Cleveland is entering a contract year at left guard. Adding interior offensive line depth is always smart.
Quarterback - This offseason, reports surfaced that the team and QB Kirk Cousins could not finalize a contract extension. That means for the first time in his Vikings tenure, Cousins is entering a contract year. Cousins has been an above average QB during his time in Minnesota. Last year saw him finish 4th in yards, but he was painfully mediocre at efficiency stats like TD percent (17th), ANY/A (18th), and ADOT (20th). Entering his age-35 season, it would be wise to look for a successor even if the team plans on retaining Cousins past 2023.

The Draft

*Indicates measure is taken from Pro Day
1.23 WR Jordan Addison, USC
Profile: Jr 5'11 173lbs 31.5 Arm\ 8.75 Hand 75.125 Wing* 4.49 40 1.57 10 34 VJ 10'2 BJ 4.19 SS* 7.05 3c 5.95 RAS*
2022 Stats: 11 Gm 59 Rec 875 Yds 8 TD 2 Drops
Steve Smith Sr: "Addison has one of the highest ceilings among WRs in this draft due to his blend of route running chops and his all around athleticism. He is a three level route runner: intermediate, deep, and short... The way he can get in and out of his breaks is so natural. He uses leverage. And he manipulates the DB consistently"
Addison -- a Biletnikoff Award winner during his Pitt days -- is one of the highest floor players in the class. He is a route running technician with proven dominance playing inside and outside. He had more than 3 yards per route run in two different offenses. He understands how to marry his athleticism and quickness with the breaks in his routes. He finds the DB's blind spot and forces them to lose. Addison is a bit on the small side, but not abnormally so given this draft class. He does have some concerns with his hands -- his drop rates as a freshman and sophomore were 14% and 10%, respectively -- but he showed improvement in this as a junior.
The need here is clear. As mentioned earlier, the WR depth past JJ and KJ is abysmal. Even with Thielen and Osborn on the roster in 2022, the Vikings needed juice in the WR room. The 2022 Vikings had one top 5 WR in yards per route run (Jefferson). There was no other receiver in the top 100. Teams were not worried about Thielen or Osborn. Teams could put two or three defenders on Jefferson without any fear of what anyone else might do to their defense. Hockenson fixed this a bit down the stretch, but an outside playmaker was still needed.
The real question here is why the team opted not to go for CB Joey Porter Jr, who filled what many considered to be the team's biggest need and was a higher ranked prospect for Lance Zierlein, PFF, Danny Kelly, Matt Miller, and Dane Brugler. The answer here -- if I can take a guess and stretch my logic a bit -- is that the need at WR2 was greater than the need at CB. Patrick Peterson was the biggest loss in the secondary, and the team brought in Byron Murphy to try to fill that role. On offense, Minnesota had not brought in a replacement for Adam Thielen. The depth chart past Jefferson and Osborn was filled with bodies that might not make a 53-man roster on a lot of teams.
Trade: MIN gives 3.87 to MIN for 3.102, 5.164, 7.222
Jimmy Johnson Rich Hill Fitzgerald-Spielberger Harvard
Total give 155 48 737 115
Total get 117.7 45 1334 197
Absolute Diff -37.3 -3 +597 +82
Percent Diff -24% -6% +81% +71%
The biggest thing to consider when evaluating this trade is that the Vikings came into the draft with 5 picks, only two of which were in the top 100. In my biased opinion, this was a home run trade, even if the traditional charts disagree. To take three swings at the bat instead of one is a humble and wise strategy, especially for a team with limited draft capital. The move looks even better in hindsight because there were no CBs taken between 87 and 102.
3.102 CB Mekhi Blackmon, USC
Profile: 6Sr 5'11" 178lbs 31" Arm 9.25" Hand 74.625" Wing 4.47 40 1.47 10 36 VJ 10'5" BJ 11 Bench 7.44 RAS
2022 Stats: 14 Gm 66 TKL 2 TFL 1 FF 15 PD 3 INT
Brett Kollman: "Feisty, physical press corner who definitely has to play more under control in the NFL to avoid flags, but he has all the competitiveness you want to see from a potential CB1 at the next level. Never backs down from anyone. Has easy gas to stay in control of a route from top down, even against true burners. Legit 4.4 speed and gets up to it quickly. Outstanding ball production... Held up extremely well despite being targeted often. Battle tested, aggressive, and confident... Very similar to Desmond Trufant."
An unrecruited high school positionless player out of high school that signed with JuCo San Mateo, Blackmon followed up four seasons at Colorado with a breakout 2022 campaign as one of the best defenders on the USC defense. The Trojans played a man-heavy scheme, which let Blackmon shine. He has great anticipation and instincts. His production this year says as much. He plays bigger than his size, and he has inside-outside versatility. He will have to clean up some of his physicality to avoid flags at the next level. He will also have to refine his technique to stay with the more complex routes he'll see. But he is a strong culture and scheme fit for what Brian Flores is bringing to the defense.
The need at CB was obvious even before hiring Flores. The Vikings ranked 31st in passing yards allowed, 26th in Passing DVOA, and 24th in EPA allowed per pass attempt. Bringing in Byron Murphy helps. So do the healthy returns of Booth and Evans. But Murphy has not yet shown that he can be a consistently great player (or at least not markedly better than what we got out of Patrick Peterson last year). And Booth and Evans are unproven. Blackmon -- taken with the last pick on Day 2 -- is not expected to come in and be Jalen Ramsey or Sauce Gardner. But in a shift to a more aggressive man-coverage defense with a thin CB room, Blackmon is an upside player that will have every chance to take a starting spot on a porous defense.
Trade: MIN gives 4.119 to KC for 4.134, 2024 5th\*
Jimmy Johnson Rich Hill Fitzgerald-Spielberger Harvard
Total give 56 24 578 88
Total get 58.4 24 898 133
Absolute Diff +2.4 0 +320 +45
Percent Diff +4% 0% +36% +34%
On top of entering the weekend with a mere 5 draft picks in the current year, the Vikings also entered with a mere 5 draft picks in the 2024 class (3rd rounder traded for Hockenson, 5th rounder traded for Reagor). Dropping 15 picks in a relatively flat part of the draft while adding a mid-Day 3 pick is good business given this team's lack of capital.
*Here we assume a future pick in round n is valued at the middle pick of round n+1, not accounting for compensatory picks. In this case, a 2024 5th is equated to pick 176.
4.134 S Jay Ward, LSU
Profile: Sr 6'0.5" 188lbs 32.5" Arm 8.25" Hand 76.875" Wing 4.55 40 1.54 10 34.5 VJ 11' BJ 4.35 Shuttle\ 7.31 3c 16 Bench 6.70 RAS*
2022 Stats: 13 Gm 60 TKL 2.5 TFL 5 PD 1 INT 2 FR TD
Nate Tice: "A ton of fun. I just like this fit because of Brian Flores's defense. Just picture all of those mixture guys that the Patriots have used over the years... Jay Ward can be that"
A three year starter with reps at safety, slot, and outside CB, Ward is one of the most versatile players in the class. He possesses excellent length and movement skills. His experience at CB make him a fluid player in coverage. In the run game, Ward's size is a concern. His 188lbs Combine weight puts him in just the second percentile for safeties. This translates to issues with taking on blocks. He is a very aggressive player, beelining to the ball as soon as it's out. But his size coupled with his impatient playstyle lead to a lot of missed tackles. He was also flagged seven times last season.
In his final season in Miami, Flores was extremely creative with how he employed his safeties. Jevon Holland had the 2nd most blitzes in the league at the position. The number 1 player? His teammate Brandon Jones. With the defense taking on Flores's amoeba identity, an aggressive player with experience at multiple positions has the potential to find a role early on. The defense will look to utilize him similar to how Jevon Holland was used as a rookie. And with Harrison Smith well into the twilight of his career, Ward is a timely pick as the team attempts to thread the needle in their competitive rebuild.
Trade: MIN gives 5.158, 6.211 to IND for 5.141
Jimmy Johnson Rich Hill Fitzgerald-Spielberger Harvard
Total give 32.4 13 722 103
Total get 36 15 492 74
Absolute Diff +4 +2 -230 -29
Percent Diff +10% +13% -47% -39%
It's a bit strange to see Adofo-Mensah move away from the analytics charts in favor of the traditional ones, but the value swap here is not absurd. The real question with this trade will be if Roy ends up being a true contributor.
5.141 NT Jaquelin Roy, LSU
Profile: Jr 6'3" 305lbs 32.75" Arm 10.125" Hand 78.125" Wing 5.13 40\ 1.82 10* 26" VJ* 8'5" BJ* 5.00 Shuttle 8.01 3c 30 Bench 3.72 RAS*
2022 Stats: 13 Gm 49 TKL 3.5 TFL 0.5 SCK
Lance Zierlein: " The more you watch, the more you like the way Roy plays the game... Despite limited starting experience at LSU, he already displays signs of a rush plan and the athletic talent to execute it. Roy is an ascending talent with the potential to become a quality starter. "
After a 30 tackle, 1.5 sack campaign as a rotational player in 2021, Roy shifted from a penetrating 3T position to more of a traditional nose tackle under new HC Brian Kelly. This transition let Roy shine as a run stuffer. He eats space and is incredibly tough to move from his spot. He averaged almost 52 snaps a game in 2022 and his motor never let up. He has some work to do if he wants to be a three down player, particularly as a pass rusher. His bend and balance in this front are especially lacking.
The Vikings' front office seems to be a lot more comfortable with the current IDL room than I am. Harrison Phillips is a plus starter. Past that, the roster is filled with unproven youth or proven subpar players. As a 5th round pick, Roy has an uphill battle to separate himself from that group. But he's a good lottery ticket at this price. His positional versatility ensures that the defense can simply put their best players on the field.
5.164 QB Jaren Hall, BYU
Profile: RSr 6'0" 207lbs 39.75" Arm 9.5" Hand 71.875" Wing 4.63 40\ 1.59 10* 4.19 Shuttle* 7.06 3c* 7.96 RAS*
2022 Stats: 12 Gm 248 Comp 376 Att 66% Comp 3171 Yds 31 TD 6 INT 86 Rush 789 Rush Yds 9 RUsh TD
Kwesi Adofo-Mensah: "We added a really talented player that has a ton of upside... The ability to make decisions, throw the football accuracy, deal with conflict when it comes his way, and sometimes try to make a play outside the framework of the playcall. He does all those things at a really great level... That's an outstanding young man. I'd like to see him lead my team or any organization I'm a part of."
Despite being the third oldest prospect in the QB class, Hall only has 24 starts under his belt due to two years on religious mission and one year with a hip injury. But when Hall took over for Zach Wilson in 2021, he hit the ground running. BYU went 10-3 in that first year with Hall compiling a 4:1 TD:INT ratio. He is a two time team captain, and all reports of his character are off the charts.
Hall is a poised pocket passer capable of extending plays and picking up yardage on the ground. He was only sacked 12 times in 2022, which is a testament to both BYU's offensive line and Hall's ability to create under pressure. There are conflicting opinions on Hall's upside and arm strength, with Lance Zierlein calling his arm "unimpressive" while Kyle Crabbs claiming that hall has a "live arm with the ability to throw with juice off platform". Where there was near-universal agreement was in his understanding of the scheme, as Hall operated BYU's RPO-heavy offense like a machine. He has a clean release and quickly gets into a rhythm. His largest universal concerns are his age (he turned 25 in March) and his injury history (missed 20 games in the last 4 years). He also has ball security issues with 13 fumbles over his career.
I expected the Vikings to draft a QB in this class. The only question was if it would have been via a trade up on Day 1 or a flyer on Day 3 (or a falling Will Levis). With his age, size, and injury history, there are plenty of questions about what Hall can be. He will have a year in practice to put together his audition tape to be Kirk Cousins's replacement -- it's certainly a viable path for this team to take a RiddeHowell/Mills-esque year to evaluate Hall while they continue retooling the defense. But the more likely path is that Hall becomes a long-term backup for the team. Cousins has been the model of health, but that doesn't mean that QB2 is an unimportant position. Sean Mannion, Kellen Mond, and Nick Mullens have manned that position to various degrees over the past few years. None has shown that they can be a competent plug-in player if needed. There is some hope that Hall -- who operated the BYU offense with a mechanic efficiency -- can be that player.
7.222 RB DeWayne McBride, UAB
Profile: Jr 5'10" 209lbs 30.625" Arms 9.5" Hands 73.125" Wing 20 Bench\*
2022 Stats: 11 Gm 233 Att 1713 Yds 19 TD 7.4 Y/A 2 Rec 10 Rec Yds
Dane Brugler: "Overall, McBride is unproven as a pass catcher and blocker, which might restrict his NFL role, but his contact balance, vision and lateral agility are among the best this running back draft class has to offer"
In an era of advanced metrics and Combine showmanship, perhaps the trait that has gone underappreciated more than any other in RB scouting is balance. McBride may have the best balance in the entire RB class outside of Bijan Robinson. He comes from a heavy outside zone scheme at UAB, where he led the FBS in yards per game and set school records for single-game and single-season rushing. McBride absorbs contact like a sponge. His short area burst is strong, and he makes defenders miss with power and finesse. McBride has ideal size and toughness. His concerns are simple. He was not utilized as a receiver in college, and he had more career fumbles than catches in that time. McBride profiles as a two-down player at the next level. Although Adofo-Mensah has voiced his belief that McBride's passing game usage was a product of scheme rather than ability, McBride still has to prove that he is more than just a short yardage runner in the NFL.
After spending a pick in back to back years on RB and re-signing Mattison to a modest contract, RB was a bit of an unexpected pick for this regime. Dalvin Cook still seems to be movable (a likely cut candidate at this point), which would make this pick more logical. Chandler struggled with injuries as a rookie, but both he and Nwangwu profile more as speedy scatbacks than true between-the-tackle runners like Mattison. Even Mattison has never been a true three-down back. McBride plays much more similarly to Mattison than the other backs on the team. He will try to carve out a role behind him as the future thunder to the lightning provided by Chandler and Nwangwu.


FB Zach Ojile, Minnesota Duluth
Profile: 6Sr 6'0" 241lbs 31.5" Arms 8.5" Hands 75.5" Wing 4.78 40\ 1.79 10* 31" VJ* 9'1" BJ* 4.40 Shuttle* 31 Bench* 4.15 RAS*
2022 Stats: 11 Gm 12 Rush 53 Rush Yds 3 Rush TD 25 Rec 289 Rec Yds 5 Rec TD
A Twin Cities native, Ojile was a late addition to the roster, joining after a May rookie minicamp tryout. Ojile played LB, QB, FS, and RB in high school but found a role as an H-Back at UMD. He served as a team captain the past two seasons and finishes his collegiate career with over 1100 total yards and 24 total TDs. He was an All-Conference player for the DII NSIC Bulldogs. Whether Ojile participates at FB or TE, he'll need to prove his versatility to beat out the veterans on the depth chart. Working in his favor is Kevin O'Connell's shift to a more base-heavy offense in 2023.
WR Cephus Johnson, Southeastern Louisiana
Profile: 6Sr 6'4" 223lbs 33.25" Arm\ 8.5" Hand* 78.625" WIng* 4.57 40* 1.59 10* 36.5" VJ* 10'1" BJ* 4.39 Shuttle* 7.25 3c* 18 Bench* 9.48 RAS*
2022 Stats: 11 Gm 184 Pass Att 65% Comp 1354 Pass Yds 10 Pass TD 5 INT 89 Rush 488 Rush Yds 5 Rush TD
Johnson is making the fulltime switch from QB to WR as he attempts to latch on to an NFL practice squad. He earned the starting role for South Alabama as a redshirt junior before transferring to SE Louisiana, where he took some snaps at WR in spring games. Johnson's stats were unimpressive as a starting QB, notching just 1354 yards and a 2:1 TD:INT ratio in 11 starts. He has good size and instincts as a runner, but he has basically no experience playing WR.
WR Lucky Jackson, W Kentucky / XFL DC Defenders
Profile: RSr 6'0" 179lbs 9.624" Hand\ 32.25" Arm* 75.875" Wing**
2023 Stats: 10 Gm 36 Rec 572 Yds 5 TD 1 Fmb
Jackson last put on a college uniform before the pandemic for Western Kentucky, where his 2019 season saw him put up over 1100 yards on 94 receptions. Following his college days, Jackson spent time in the CFL and the Spring League before joining the XFL's DC Defenders and becoming an All-XFL receiver.
WR Malik Knowles, Kansas St
Profile: RSr 6'2" 196lbs 32.25" Arm 8.75" Hand 77.625" Wing
2022 Stats: 14 Gm 48 Rec 725 YDs 2 TD 8 Rush 164 Rush Yds 3 Rush TD 23 KR 592 KR Yds
Knowles is a vertical threat with good size and length. He offers value as a kick returner and leaves Kansas State with a top 5 rank in all-purpose yards. Knowles is an undeveloped route runner that struggles with quick change-of-direction. He also has trouble with press coverage. He'll need to prove his value on special teams, where he has plenty of collegiate experience as a kick returner.
WR Grant Maag, North Dakota
Profile: 5Sr 6'4" 206lbs 9.25" Hand\ 31.875" Arm* 77.625" Wing* 4.49 40YD* 1.60 10YS* 40.5" VJ* 10'5" BJ* 4.34 Shuttle* 6.90 3c* 8.50 RAS*
2022 Stats: 12 Gm 41 Rec 540 Yds 5 TDs
Maag was brought in following the announcement of Ben Ellefson's retirement. He is an Inver Grove Heights native and a graduate of St Croix Lutheran in St Paul. He leaves North Dakota with over 2000 yards over his five years and served as a team captain the past two seasons. His size gives him an advantage with a shorter WR group ahead of him, but Maag is a far cry from a roster lock.
WR Thayer Thomas, NC State
Profile: 6Sr 6'0" 198lbs 9" Hand\ 30.125" Arm* 73.5" Wing 4.56 40* 1.63 10* 37" VJ* 10' BJ* 4.03 Shuttle* 6.93 3c* 15 Bench* 7.85 RAS*
2022 Stats: 13 Gm 57 Rec 642 Yds 4 TDs 2 Rush Att 44 Rush Yds 1 Rush TD 17 PR 128 PR Yds
A multisport athlete that was drafted by the Red Sox in 2019, Thomas walked onto the Wolfpack football team and got onto the field any way he could. In 2018, he saw work as a receiver, punt returner, and passer. Thomas has good hands (a career drop rate of 4%) and a high work ethic, but he is an undeveloped route runner that struggles to create much after the catch. He will need to prove his worth on special teams if he wants to make the roster.
TE Ben Sims, Baylor
Profile: RSr 6'4" 250lbs 33.125" Arm\ 9.5" Hand* 80.125" Wing* 4.58 40YD* 1.56 10YS 36" Vert* 10'2" Broad* 4.41 Shuttle* 7.46 3c* 15 Bench* 8.40 RAS*
2022 Stats: 12 Gm 31 Rec 255 Yds 3 TDs 2 Drops 1 Rush TD
Sims projects as a blocking tight end with limited ability as a receiver. He's a patient run blocker with good balance and toughness, but he is still cleaning up some technique. He isn't a creator with the ball in his hands and his tape fails to demonstrate the explosiveness that his testing suggests.
OL Alan Ali, TCU
Profile: RSr 6'4" 301lbs 32.875" Arm 9.5" Hand 77.625" Wing 5.23 40\ 1.89 10* 26.5" VJ 8'5" BJ* 4.91 Shuttle* 7.94 3c* 3.80 RAS*
A 5 year starter for TCU and SMU, Ali is a fundamentally sound center prospect with good body control and core strength. He has experience playing at all 5 OL positions but spent most of the past 4 years at center. His lack of athleticism and length are likely the reason he went undrafted.
OT Jacky Chen, Pace
Profile: RSr 6'5 1/4" 299lbs 10" Hand\ 34.5" Arm* 80.75" Wing* 5.41 40* 1.81 10* 29" VJ* 8'10" BJ* 4.74 Shuttle* 7.90 3c* 24 Bench* 5.39 RAS*
It's hard to find very much information on an undrafted lineman from a DII school whose toughest opponent was the University of New Haven. Chen is an OT prospect that is viewed as a ball of clay. Chen's 40 yard dash and 3 cone were underwhelming to say the least, but he was an above average tester in burst and explosiveness drills. That combined with his length make him an interesting project.
EDGE Andre Carter II, Army
Profile: Sr 6'6.5" 256lbs 9.375" Hand 33.275" Arm 81 Wing 4.91 40\ 1.65 10* 30" VJ 9'1" BJ 4.36 Shuttle 6.97 3c* 11 Bench 6.29 RAS*
2022 Stats: 10 Gm 41 TKL 7 TFL 3.5 SCK 2 PD
The highest profile UDFA signing of the class, Carter was getting 1st round buzz this time last year. At that time, Carter was coming off an 18.5 TFL / 15.5 sack season. However, Carter struggled to repeat his production as a senior, notching just 3.5 sacks. Carter finished out the draft cycle with lackluster testing, failing to run under a 4.90 in the 40 yard dash and weighing in at a mere 256 lbs -- a big concern given his 81 inch wingspan and towering stature. Carter has a ton of upside, but he doesn't have the frame to be a real NFL player right now. After 4 years training to be an officer in the US Army, he will need at least one season (maybe more) in an NFL weight room where he can focus on building muscle mass. He'll look to follow the mold of fellow Army player Alejandro Villanueva, who added 43 lbs to his 277 lbs frame entering the league before becoming a 7-year starter. Luckily, he joined the team with one of the best training facilities in the league.
EDGE Junior Aho, SMU
Profile: 6'2" 260lbs 9" Hand 33.875" Arm 79.875" Wing 4.58 40\ 1.66 10* 33.5" VJ* 10'3" BJ* 4.90 Shuttle* 7.38 3c* 9.38 RAS*
2022 Stats: 13 Gm 23 TKL 2 TFL 2 SCK 1 FF
Quite simply, Aho is an athletic freak that should find his way onto the team thanks to the International Player Pathway roster spot. He takes pride in his speed and athleticism, but he also understands the limitations to his game. Aho was a solid rotational player for SMU. He will look to follow in the footsteps of other International Pathway players like Efe Obada and Jordan Mailata.
DT Calvin Avery, Illinois
Profile: RSr 6'1" 343 lbs 10" Hand\ 32.5" Arm 81.87" Wing 5.37 40* 1.84 10* 30.5" VJ* 8'5" BJ* 8.01 3c* 31 Bench* 3.12 RAS*
2022 Stats: 13 Gm 23 TKL 2 TFL 1 PD
Avery is a former four star recruit out of Texas, earning snaps in 12 games as a true freshman. He started 12 games in 2022, primarily at nose tackle. He has a wide, large frame that makes him hard to move. However, he is an underwhelming athlete to say the least, and his statistical production is nearly non-existent.
LB Abraham Beauplan, Marshall
Profile: RSr 5'11" 241 lbs 9.25" Hand 31.75" Arm 77 1/4" Wing 4.62 Shuttle 35.5" VJ 9'9" BJ 7.33 3c 22 Bench 4.52 RAS
2022 Stats: 12 Gm 66 TKL 6.5 TFL 1 SCK 3 PD
Beauplan started the draft process by making an appearance on Bruce Feldman's Freaks List, reportedly squatting as much as 565 lbs and benching as much as 285. The few reports that exist on Beauplan suggest he's an urgent, downhill run defender that will look to carve out a role on special teams early on.
LB Wilson Huber, Cincinnati
Profile: 6Sr 6'4" 241lbs 9.75" Hand 32.375" Arm\ 80" Wing* 4.70 40* 1.66 10* 35" VJ* 10'4" BJ* 4.45 Shuttle* 6.91 3c* 18 Bench* 8.34 RAS*
2022 Stats: 13 Gm 54 TKL 6.5 TFL 1 SCK 1 PD
A 3 star recruit out of Indiana, Huber started his career at Cincinnati as a TE. He played a hybrid role in his first 2 non-redshirt seasons, earning snaps on offense, defense, and special teams. He made a full role switch to the defensive side of the ball in 2020 and eventually earned the team captain moniker in 2022. Huber had some solid testing despite profiling as more of a thumper.
LB Ivan Pace Jr, Cincinnati
Profile: Sr 5'10.5" 231lbs 30.25" Arm 9.5" Hand 72" Wing 4.59 40\ 1.70 10* 35" VJ 9'8" BJ* 4.40 Shuttle * 7.18 3c* 22 Bench* 5.71 RAS*
2022 Stats: 13 Gm 137 TKL 21.5 TFL 10 SCK 3 FF 4 PD
Ranked the 11th best LB for Daniel Jeremiah, 9th for Dane Brugler, and 7th for PFF, many thought Pace could have gone as early as Round 3. Pace was a one year starter for the Bearcats after transferring from Miami (Ohio), and he hit the ground running. He led the AAC in tackles and TFLs. He is a smaller player (although not abnormally so in today's game) that plays with his hair on fire. He gives tremendous effort on every play and is always around the ball. Pace is a super tough player that loves to tackle. His size is a concern; he gets washed out of plays too easily. He is also lacking in coverage skills, struggling to stay connected in man coverage. Still, it's incredible that Pace went undrafted. He's an easy special teams projection as a rookie with the upside to be put in position to win under Flores.
CB CJ Coldon, Oklahoma
Profile: 6Sr 5'10" 186lbs\ 8.375" Hand* 31.125" Arm* 75.125" Wing* 4.60 40* 1.58 10* 37 1/2" VJ* 10'5" BJ* 4.24 Shuttle* 7.31 3c* 3.92 RAS*
2022 Stats: 12 Gm 42 TKL 2 TFL 4 INT 6 PBU
Coldon is an instinctual football player that relies on his feel to create ball production. He spent 5 years at Wyoming before transferring to Oklahoma and leading the team in INTs and PBUs. In zone, Coldon watches the QB and looks for the right cue to understand when and where the ball is headed.
CB NaJee Thompson, Georgia Southern
Profile: 5'10" 200lbs 9.125" Hand 32.75" Arm 76.625" Wing 4.57 40\ 1.63 10* 32" VJ* 9'8" BJ* 4.56 Shuttle* 7.40 3c* 13 Bench* 1.59 RAS*
2022 Stats: 13 Gm 37 TKL 1 TFL 11 PD 1 INT
Thompson's love for the game is undeniable. After struggling to latch onto the Georgia Southern WR room, Thompson approached his head coach asking to be exclusively a special teams player. He relishes being a gunner on punts. He eventually got moved to CB in 2021, logging 557 snaps at the position in 2022. He's undeveloped at the position, but his special teams prowess gives him a good shot at the roster.
CB Jaylin Williams, Indiana
Profile: RSr 5'9" 184lbs 9.125" Hand 29.875" Arm 71.75" Wing 4.43 40\ 1.58 10* 34.5" BJ* 9'11" BJ* 4.20 Shuttle* 7.01 3c* 13 Bench* 5.54 RAS*
2022 Stats: 10 Gm 40 TKL 2.5 TFL 7 PD 1 FR 1 BLK
A longtime role player for the Hoosiers before becoming a fulltime starter in 2019, Williams's 6 career INTs were the most amongst active players on the team last season. He earned second team All-Confernece honors in 2020 and was an honorable mention in 2021.
K Jack Podlesny, Georgia
Profile: RSr 6'0" 195lbs 29.25" Arms 9" Hands 74.75" Wing
2022 Stats: 31 Att 26 Made 50 Long 109 Kickoff 72 Touchbacks 74 PAT Att 73 PAT Made
Ranked as Dane Brugler's 4th kicker and Lance Zierlein's 3rd kicker, Podlesny enters Vikings camp following a career that saw him walk on to Georgia's football team and finish with an 82% hit rate. He hit all but one extra point last season for the national champion Bulldogs. A concern with Podlesny is his leg strength. His accuracy beyond 40 yards falls to just 54%. His clutchness may also come into question as he missed two kicks in the national championship semifinals against Ohio State.

Projected Depth Chart

Pos (Projected 2023 Rostered Count / 2022 Rostered Count): Starter, Rookie, Cuts
QB (2/2): Kirk Cousins, Jaren Hall, Nick Mullens
RB (4/4): Alexander Mattison, Kene Nwangwu, Ty Chandler, DeWayne McBride, Dalvin Cook
FB (1/1): CJ Ham, Zach Ojile
WR (5/5): Justin Jefferson, KJ Osborn, Jordan Addison, Jalen Nailor, Brandon Powell, Trishton Jackson, Jalen Reagor, Blake Proehl, Thayer Thomas, Cephus Johnson, Malik Knowles, Lucky Jackson, Garrett Maag
TE (3/3): TJ Hockenson, Josh Oliver, Johnny Mundt, Nick Muse, Ben Sims
OL (9/10): Christian Darrisaw, Ezra Cleveland, Garrett Bradbury, Ed Ingram, Brian O'Neill, Chris Reed, Austin Schlottman, Oli Udoh, Blake Brandel, Josh Sokol, Vederian Lowe, Alan Ali, Jacky Chen, Sam Schlueter
DT (7/6): Harrison Phillips, Dean Lowry, Jonathan Bullard, James Lynch, Esezi Otomewo, Jaquelin Roy, Khyiris Tonga, Ross Blacklock, Sheldon Day, TJ Smith, Calvin Avery
EDGE (4/5): Danielle Hunter, Marcus Davenport, Pat Jones II, DJ Wonnum, Luiji Vilain, Curtis Weaver, Benton Whitley, Kenny Willekes, Andre Carter II, Junior Aho
ILB (4/4): Jordan Hicks, Brian Asamoah, Troy Reeder, Ivan Pace Jr, Troy Dye, William Kwenkeu, Abraham Beauplan, Wilson Huber
CB (5/6): Byron Murphy, Andrew Booth, Akayleb Evans, Mekhi Blakmon, Joejuan Williams, Kalon Barnes, Tay Gowan, John Reid, CJ Coldon, Najee Thompson, Jaylin Williams
S (5/4): Harrison Smith, Lewis Cine, Jay Ward, Josh Metellus, Camryn Bynum, Theo Jackson
K (1/1): Greg Joseph, Jack Podlesny
P (1/1): Ryan Wright
LS (1/1): Andrew DePaola
KR: Kene Nwangwu
PR: Brandon Powell

2024 Needs

Starters Needed: QB, OG, EDGE, DT -- Whether due to expiring contracts (Cousins, Cleveland, Davenport, Hunter) or overall suckitude (Ingram, Lowry), we need to find new starters at this positions in 2024. Could we go on with average-level free agents? Maybe. Should we? Maybe not.
We'll see how the group plays: CB, LB, RB -- These are positions where the front office is counting on young players (Booth, Evans, Asamoah) to fill the roles of departed starters. If those players take that step up, these positions drop on the needs list. Otherwise, we're in for a rough season.
Depth needed: WR -- The depth after Jefferson, Osborn, and Addison is not great. And Osborn is entering a contract year. Unless Keenan McCardell works some magic with Jalen Nailor or Trishton Jackson or Thayer Thomas, this should be a position we add to next year.

Final Thoughts

Versatility. When we look at this Vikings draft class, that's the first word that comes to mind, and it comes in big bold letters. Addison has inside-outside versatility. So does Mekhi Blackmon. Jay Ward is the most versatile of the group, capable of playing every DB position plus some spot snaps at LB. Roy has been productive everywhere from 0T to 4i. And the team has talked about how much they believe McBride can contribute as a pass catcher on top of his bruiser mindset as a between-the-tackles runner.
On offense, this shift seems to stem from a philosophical change following the TJ Hockenson acquisition last year. O'Connell's unit went from trying to copy-paste Sean McVay's outside zone scheme (largely a 3WR offense) to Kyle Shanahan's outside zone scheme (largely a TE-FB offense). And in that mold, O'Connell was looking for players he could use to create the illusion of complexity. That is, how can we employ versatile players to present defenses the threat of multiplicity?
On defense, the answer is a lot simpler. By bringing over Brian Flores, the team is hoping for a jolt in tenacity and an overall move to a hybrid amoeba scheme. You can look historically at how Bill Belichick has utilized flexibility in his defenses to maximize his gameplan for whatever offensive scheme is next on the menu. You can look at players on the line of scrimmage that have experience in both 43 and 34 schemes (Hunter, Phillips, Lynch, Bullard). And in the secondary, look no further than the selection of Jay Ward as an attempt to clone players like Jevon Holland and Kyle Dugger.
As Adofo-Mensah has repeatedly said, he approaches his job with humility. He listens to those around him and he finds the point where stories marry data to make informed decisions. And in O'Connell, he found someone who shares that mentality. With the emphasis on versatility, that mindset can now be applied on a weekly (and play-by-play) basis to opponents. We'll see how successful that strategy is as the team continues to straddle the line between competitive and rebuilder, but there is certainly an energy around the fanbase with the continued success of the offense and the addition of Brian Flores.
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2023.06.07 17:55 AJS76reddit Unrealistic expectations of this fanbase

So most people are bitching about Lou's presser yesterday. So I ask...what do you really and truly expect?
Some factors to consider that everyone seems to ignore in favor of emotions over logic...
We are far from the only team in the NHL under a cap crunch with bloated contracts and under-performing players.
Only one team can win it each year.
Has it occurred to anyone that ownership is perfectly fine with the status quo? They are making money hand over fist, that is their mission. Making fans happy is not. Lou doesn't have a gun to anyone's head or have dirt on them. If they were not on board with all of this he would be gone.
We are an older team, so what? Teams of 20 somethings rarely win a cup.
We have a few shitty contracts, so what? Everyone else does too.
We traded draft picks, so what? Ho-Sang, DalColle, and others prove it's not always a guaranteed win.
Has anyone thought for two seconds that maybe the owners are trying to ride out the flat cap era and then in a few years when it jumps can buy a better team? People act like we are 32nd in the league. We are a middle fringe team like we almost always were. There is no shame in that.
Expecting us to compete for a cup every single year is so ridiculously unrealistic. We are LIGHT YEARS ahead of where we were from the late 80's through the real dark times of the late 90's. It's all about perspective.
Look, we all want to see one more cup in our life time. But you have to be honest about it. We are a small market team that can't truly compete with the big boys. Be happy we are not bottom feeders every year. Give it time. Eventually we will be much better, but stop acting like we are an Arizona level laughing stock.
Our true core, underachieving as they can be sometimes, are still relatively young and mostly locked up. Sorokin will resign long term. Him, Barzal (who needs to step up) Dobson, Romanov, Pulock, Pelech, Wahlstrom, Nelson, Pageau, and even Horvat...these guys can still contribute for many years to come.
And in a year or so most of the older guys like Parise, Martin, and Clutterbuck will be riding off into the sunset. Cizikas will still be around as will Palmieri, but they are not geriatric to the point they hold us back.
Everyone's favorite whipping boy Bailey seems to be on his way out. I do wonder who the fanbase will turn on next. Lee i assume with that mammoth overpay of a contract.
My point is it's not the end of the world like everyone seems to act. OF COURSE we all want a batter team. And eventually it will be. In the meantime it's average. And revisionist history and rose tinted nostalgia glasses for players that moved on or we moved on from won't change that.
Everyone has a right to an opinion, everyone a right to bitch and complain, just be realistic and stop expecting us to dump every bad contract in one fell swoop and attract the top talent in the NHL by trading Baily and a 3rd. It's not happening.
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2023.06.07 17:49 Sujoy__Paul Suggest me 'the best' books for JEE Mains and Advanced

Name the best books for Physics, Chemistry and Mathematics which contains good bunch of questions for practice of JEE Mains and Advanced level as well as good theory and concepts. If both good questions and theory are not provided by a particular book, you may recommend separate books for each subject. In either case, please be limited to 3-4 best books only.
P.S. I acknowledge that only studying good books doesn't ensure success in the above stated examinations. Success requires diligence, talent and hardwork. Regards.
submitted by Sujoy__Paul to JEENEETards [link] [comments]

2023.06.07 17:48 Sujoy__Paul Suggest me 'the best' books for JEE Mains and Advanced

Name the best books for Physics, Chemistry and Mathematics which contains good bunch of questions for practice of JEE Mains and Advanced level as well as good theory and concepts. If both good questions and theory are not provided by a particular book, you may recommend separate books for each subject. In either case, please be limited to 3-4 best books only. P.S. I acknowledge that only studying good books doesn't ensure success in the above stated examinations. Success requires diligence, talent and hardwork. Regards.
submitted by Sujoy__Paul to ICSE [link] [comments]

2023.06.07 17:48 Tiddy_Critique Question about hiring and EEOC violations

Precursor, I will start with backstory and then move on to the specific situation at hand.
I attended a small private (NFP accredited by NWCCU) college in the US and graduated in 2022. I was a male adult learner at a college who’s demographics skewed about 80% F/NB and 5% adult learners returning to education. I have disabilities (Aspergers and PPMS) that is general knowledge among faculty and staff.
The college has a history of employing former students in roles in the college. As far as my estimation goes about 70% of staff and faculty are alumni. With most of the lower positions being filled with alumni from the past three - four years.
There is no career center for the college or functioning alumni network. It is a failing arts college and struggles daily to accomplish basic tasks.
These internal jobs are not posted on the website and are usually filled through word of mouth and skew heavily towards socially advantageous students.
Additionally students are often referred to jobs/opportunities in outside organizations through the similar nebulous social network of faculty and staff.
I did work study and had (in my own view) a strong connection to my school. Since graduation I have struggled to find a job which is more complicated than one might think given my disability status. I can say that I have a high potential to be a good worker as I’m smart and diligent but I struggle socially with all levels of social interaction.
I have occasionally reached out to faculty and staff regarding internal and external opportunities and I have been met with vague responses about maybe something will open up soon while my peers from my cohort have been offered jobs. I understand that they for whatever reason have decided that I am not being seriously considered as part of the talent pool.
I also understand that the institution has no responsibility in general to seek out applicants through an external process regardless of what best practice is.
Here is the current situation I’m in.
I have a friend from my cohort that has been employed by the college in some capacity since graduation.
The school recently created a role for this alumnus that they declined. Knowing my current situation and skill set they recommend me for the position.
Within the next 24 hours I sent an email asking to be considered for the role to the two people that were in charge of the position.
By lunchtime the same day one of the hiring faculty went to my friends office and said they had already filled the position. This was within 3hrs of my email. I still haven’t heard anything from either of hiring faculty.
I talked to my dad who is a provost at another college and he thinks it’s a potential EEOC violation. I feel gross about my relationship with the college a year out of school but I’m unsure how much I would accomplish by filing a complaint.
Thanks for any advice, or clarity on this issue.
submitted by Tiddy_Critique to highereducation [link] [comments]

2023.06.07 17:46 JokerUnique The Division 2 - Title Update 18 - Patch Notes

Year 5 Season 1: Broken Wings

A new manhunt has begun with the launch of Season 1: Broken Wings!
Here is all you need to know about the first season for Year 5 of The Division.


  • Season 1: Broken Wings Manhunt
  • Season 1: Broken Wings Calendar
  • Descent Game Mode
  • Gear, Weapons & Talents
  • Quality of Life Changes
  • Apparel Event
  • Season Pass


In the wake of the attack at the White House, The Division has discovered that 11 people are unaccounted for and considered missing. You will be tasked to go on a high-stakes rescue mission to find the missing civilians, as they have valuable intel on the White House and The Castle Settlement.
Year 5 Season 1: Broken Wings
Year 5 Season 1's prime Season 1's is Mari Singh, the former Director of the DC Aquarium. She moved into The Castle and set up a fish farm to support the settlement and build a sustainable and secure place to raise their growing family. Agents must locate and rescue Mari and 4 other hostages before further damage can be done in Washington DC. Securing the people will help rebuild The Castle and restore vital services for The Division. Good luck, Agents!


Year 5 Season 1: Broken Wings - Calendar


Descent is a free, 1-to-4 player game mode with semi-infinite and randomized progression, versus an infinite difficulty curve. Warlords of New York ownership is not required to access the mode.
Agents are stripped of all their gear, specializations and perks when starting the game mode. The mode is a playground where you can experiment with builds not feasible in the regular game, challenging them tactically and encouraging deeper understanding of the build meta. This AR training simulation at the NSA Facility was designed to test the limits of the Ortiz Robotics tech. Leave your gear and SHD tech behind to help Wally extract intel from the NSA database.
Access Descent from the Mega Map, Castle Settlement Door, Matchmaking Station, and Helicopter Pilot to activate the simulation. Equip weapons, skills and talents, take turns exploring rooms, defeat enemies, bosses and the ultimate opponent: the Nemesis.
Continue your Run after defeating the Nemesis and see how far you can go for exclusive leaderboard rewards! Discover the history of the simulation and Ortiz Robotics' connection to the Division and the Black Tusk each week in your Collectibles menu.


Year 5 Season 1 comes with an array of new weapons and gear! This includes one Gear- and one Brand Set, new Exotic Weapon and Gear piece, 2 new Named Weapons and a bunch of new Weapons & Gear Talents.


St. Elmo's Engine
Exotic AR
Talent Actum Est
Shooting an enemy gives 1 stack, at 100 stacks the next magazine is filled with shock ammo.


Shocker Punch
Exotic Holster
Talent Defibrillator
Gives 50%-time reduction when being stunned by any electric skill. Using a Shield gives 100% melee damage. Using the St. Elmo's Engine Exotic AR gives an extra 100% melee damage and applies shock to any enemies hit with melee within the 5-meter radius. It has a 15 second cooldown. Fixed Attributes – Armor, Explosive Resistance and Hazard Protection


The Cavalier
Gear Set
2 Pieces equipped give +30% Hazard Protection. 3 Pieces equipped give +40% Incoming Repairs. 4 Pieces equipped give access to a new unique talent.
Talent Charging
For each second spent out of cover during combat Agents will get 5% reduced incoming damage. Max 40%.
Talent Charged
While fully charged, gain immunity to any movement speed debuff and share hazard protection and damage reduction with all allies for 10 seconds. After Charged is consumed, Charging buff will resume if the Agent is still in combat and out of cover. Charged Talent does not stack.
If another agent applies Charged on an ongoing Charging Talent, Charging will pause for the duration of the Charged Talent.

Chest and Backpack Bonuses:

Chest Bonus – Talent Overcharging Increases Charger max incoming damage protection to 50%
Backpack Bonus – Talent Safe Charging Charger gives 10% protection per second
Electrique Gear Brand Set
1 Piece equipped gives +10% Status effect Damage. 2 Pieces equipped give +20% Electricity Protection. 3 Pieces equipped give +10% SMG Damage.
Chest and Backpack Bonuses:
Named Chest "Henri" Talent Perfect Companion. Increases total weapon damage by 20% within a 10-meter radius of an ally or skill.
Named Backpack “Lavoisier" Talent Perfect Galvanize. Applying Blind, Ensnare, Confuse, or Shock to an enemy grant 50% of your armor as bonus armor to you and all allies within 30 meters of that enemy for 10 seconds.


Cabaret MP5 ST
Talent “Perfect Thunder Strike” – Deals 40% extra damage to shocked targets.
St. Elmo's Engine Exotic AR
Talent “Perfect Thunder Strike” – Deals 40% extra damage to shocked targets.
St. Elmo's Engine Exotic AR
Deals 30% extra damage to shocked targets. Applicable to all weapon types except Signature weapons.


Talent Determined
Allows to chain multiple headshots by using the Talent's buff.


  • Conflict XP rebalance.
    • Added SHD XP progression.
  • The living world activities XP gains revamp.
    • Removed Double XP for Convoy activities
    • Across all activities XP gains are now 12% higher
  • Added the Grants Tab to make the compensations process more streamlined and items easy to obtain.
    • Grants Tab can be found in the Store.
  • Added an option to allow players to change mission difficulty regardless of the world difficulty setting.
  • Added quick grenade selection menu.
    • Hold G for PC
    • Hold D-pad Left for the consoles.
  • Added visual feedback for locked Grenades.
    • When browsing through the Grenades menu in the Inventory, players will see a notification which lets them know if the selected Grenade can be equipped or not.
  • Added an option to mark Apparel Items as favourite.
  • Added Directives selection for Raids.
  • Added the option to Show selected mission Directives on the Mega Map.
  • Added the possibility to hold ESC/SPACE to skip videos and epilepsy warnings.
    • Equivalent of Space button is X (PS) and A (XB)
    • Equivalent of Escape button is Options (PS) and Map/Hide Map (XB)
  • Added a new In Loadouts section at the bottom of the Item Details window in the Inventory (under a gear piece's talent and mod slots) to display the current loadouts where the selected item is present.
  • Added the Hide/Show Mask and Hide/Show Signature Weapon buttons in the Inventory when hovering over the specific tiles/tabs.
    • Currently present in the cross Options layout.
  • Added a notification widget for modding Primary, Secondary and Sidearm weapons' skin slot, which appears if the player has any custom skin available for that weapon in the Store. The notification also has a quick button that redirects to the Weapon Skins Store tab.
    • Only available after you open the custom weapon skin section in the store.


  • Fixed the issue with the Mission Difficulty setting selected from the Mega Map not persisting when fast traveling to the mission.
  • Deconstructing Named items from Brazos de Arcabuz Brand Set will now give Brazos de Arcabuz resources.


  • Balancing and Difficulty:
    • Talents balancing
      • Allegro - Reduced the initial and per tier bonus rate of fire from 10% to 7%
      • Breadbasket - Reduced Headshot damage from 20% to 15%
      • Concussion - Reduced the initial and per tier bonus Weapon damage bonus from 10% to 5%. Reduced the per tier Duration bonus from 1 second to 0.5 seconds. Reduced the per tier Weapon damage from headshot kills from 15% to 10%.
      • Obliterate - Increased the initial Weapon damage bonus from 1% to 1.5% and added fixed number of stacks - 30.
      • Adrenaline Rush - Reduced Bonus armor initial and per tier bonus from 5% to 3%.
      • Optimized - Reduced the initial and per tier Weapon handling bonus from 10% to 5%.
      • Vindictive - Reduced the initial and per tier Critical Hit chance bonus from 7% to 3%.
    • Lowered the arena defensive buff from 20% to 15%.
    • Tweaked the Exotic Talents drop chance by increasing it after Descent Loop 4
    • Updated the supply shop rules by allowing only 2 random special ammo to be present in the list.
    • Fixed difficulty scaling after lvl 30.
    • Added Named Item blueprints from Seasons 1, 2, 3 and 4 to the Reconstructed caches.
  • Rogue agents' encounters:
    • Removed the healing packs.
    • Updated the spawn values based on number of players (number of players + 1 rogue agent)
    • Increased the rogue agents spawn rate.
    • Buffed rogue agents' Health, Damage, and Armor.
  • Nemesis encounters
    • Immune to shock ammo
    • Fixed an issue preventing Nemesis from using Sticky Bomb and Chem Launcher Skills


New Season means new vanity items!
When the event is active, you can earn Apparel Cache keys in game by levelling up your watch levels and unlock the different items through caches. The best part is there are no duplicates in these event caches!


As part of Season 1: Broken Wings, you will be able to unlock apparel items inspired by SHD tech and the Black Tusk.
Escalation Apparel Event keys for the Apparel Caches can be earned from the following sources: 1 free key granted to all players, SHD Levelling - one key every four SHD levels, direct purchase with Premium Credits, and, if you are a Year 5 Season 1 Premium Pass owner, you'll be granted 3 extra keys.


The optional Season Pass is available for 1000 Premium Credits ($9.99 or your regional equivalent) in the in-game store, granting additional cosmetics and opportunities for season gear as you progress. Year 5 Season 1: Broken Wings is available to all The Division® 2 Warlords of New York owners and Ubisoft+ subscribers.
In addition, players with the Season Pass can gain access to the following premium track rewards:
  • 9 new weapon skins
  • 10 new gear dyes
  • 3 new emotes
  • 3 new arm patches
  • Special Year 5 Season 1 vanity outfit
  • A Splinter Cell outfit
  • New helmet available as the level 100 reward
You can also track some of the top-level investigations being conducted by the team over on our Known Issues Board.
We look forward to seeing you dive into the missions and objectives for the Season 1 Manhunt, as well as uncover the hidden history and shed light on the secrets of the Black Tusk, Hunters, Division tech and Ortiz Robotics.
Good luck out there!
=> Source
submitted by JokerUnique to thedivision [link] [comments]

2023.06.07 17:40 throwbackboy A List of 100 “Say this not that” recommendations to boost your resume

First, let me say I really appreciate you all. I’ve been in such a sh*tty mood lately because I recently had a client work me over by choosing personal interests over progress.
I’ve been out west for 8 years, and just came home last year- with a whole new appreciation for the level of kindness and support that exists in and around Lex.
This really is an amazing, uplifting community both online and in person- so cheers to you all.
Now back to business.
The article I posted yesterday got a ton of response- and I want to help more.
While it’s impossible for me to help everyone in every industry- there are some general tips and enhancements that I can offer to help boost your resume power.
Today, I’ve created a list of 100 “say this not that” statements that you can use to boost your resume and stand out. ⤵️⤵️
Honestly never thought I’d do a list like this because I always thought they were kinda goofy- but I have a healthy respect for powerful statements nowadays.
Especially if you’re transitioning into a new industry or updating your resume for the first time in a long time, it makes you feel special and powerful and just kind of refreshed to be able to express your talents in a new way.
I have a little free time this week to get 1-2 more pieces of content out to help with resumes.
Then I’m going to start launching content to help people start small businesses. It’s easier than ever with new AI tools, competition isn’t as tough here for most industries— (I was recently able to produce 800-1200% increases in traffic and $3k increase in sales for small business here in 63 days) and it’s nice to have something that’s yours, that makes you happy, that you can scale.
So whatever y’all would like to learn- or if you have any suggestions on things to cover- please lmk!!
Much love 🙏🏽
(Everything will always be paywall and subscription free- bc I’m too lazy to write newsletters and you shouldn’t have to pay for info that should be openly accessible to everyone)
submitted by throwbackboy to lexington [link] [comments]

2023.06.07 17:34 Chrome-13 For some reason, I am not a fan of the main characters and I have no idea why.

Let me get this out of the way, I beat the entire msq up to this point, I have not skipped a single cutscene and I have bought no story boosts.
I hear many people talking about how moments during the story will have made them cry or tear up a bit, whether it be Haurchefant’s death, 6.3’s story after you beat the trial, shadowbringers and endwalker in general. But I never really did, and it’s not like I don’t ever cry at fiction. FFXV’s ending made me cry, playing through Stranger of Paradise I cried a little bit near the end of the base story, man I cried watching Cars 3. But for some reason I never felt that same level of emotional investment playing through this game.
I’ve never been the biggest fan of the game’s combat, tab combat in general is just a bit dull and not engaging to me, and I have not gotten through a single alliance raid without feeling like falling asleep. But it serves its purpose. However in regards to characters and the story, I have no such concrete explanation.
I thought maybe it was because they weren’t as tightly knit as other FF parties, the scions do have a tendency to feel less like actual friends and more like work colleagues, despite how much the story tends to have them call the WoL ‘friend’. But even then, I have no problems with stories featuring characters who share only a professional relationship. When comparing the scions do the boys from FFXV, where a character in the game says to Noctis ‘they aren’t your bodyguards, they’re your brothers’, which I’d say is pretty accurate, they drive around the land together, stopping by places just to explore, ride chocobos or even just to take photos together. Meanwhile I cannot think of a single instance where we have fun with a member of the scions, it only ever seems like work, which I guess makes sense since it’s an mmo and the online friends you go into trials and dungeons with are your WoL friends.
Then I thought maybe it was because their lack of any sort of diversity, and I don’t mean the whole white hair thing. No what I mean is that, for a large portion of the story, before you’re the warrior of light, you’re just a random adventurer they plucked off the street. Meanwhile the main cast are all archons from sharlayan, they’re essentially doctors and masters of their given field, meanwhile you’re just a random chucklefuck they have have to do exposition for. That part in the shadowbringers msq where you deliver them archon bread, that’s something THEY can all relate over, but the player, the WoL, me, I cannot relate to that. On many occasions I just sorta felt out of the loop. It’s kinda hard to relate to and like these characters when they’re all established as way smarter, essentially having degrees and doctorates, and better than you and being the best at various shit. But I’m not sure on this either because… Kung Fu Panda, in the first film Po is quite literally some random guy and he ends up being put alongside literal masters.
Even when you get characters like Estinien and G’raha Tia, he’s the greatest dragoon in the world and he’s hundreds of years old with knowledge of another timeline. It feels like all these characters peaked long before you, there are no amateurs you can watch grow. I mean the twins literally are not allowed to age. A big part of any ff game I’d say is watching the characters go from fighting small spiders and cows to killing gods, watching them level up. But in this game it is just you who has do the levelling up. But with this explanation I’m not sure on it either because there are plenty of games and filmed media with genius characters who you may not be following for the story but you can still connect to them. Going back to XV, look at Cor Leonis or Aranea Highwind, both are well established to be way better and more experienced than the main party, but they are still likeable characters.
Next I thought maybe it was because misinterpretation. There’s a scene in endwalker where Alisaie is going on about why it sucks that the WoL has to be the one to fight alone and potentially sacrifice themselves. But to me it just sounded like she was salty that she couldn’t be the main character and fight the big bad. When Urianger is going on about how he doesn’t like keeping secrets from his friends, I’m just like ‘well sucks to be you, it’s your own fault’ seriously. I can understand the whole going undercover in the warriors of darkness, but with the crystal exarch, if he just came out and told everyone where the exarch was from and what we saw, what the hell would be the consequence. Then there’s Y’shtola’s skepticism and questioning everything, but when it gets to a point where she’s questioning Emet-Selch’s account of ancient history and denying the possibility of the universe’s heat death, it just makes her seem like a bit of know-it-all. But even knowing the true meaning and context of these situations it still doesn’t really make me like the characters anymore.
Then I thought ‘maybe despite being a British person, I don’t like the British voice actors and am making up reasons to hate them’ which made sense at the time since no other ff game had british voice talent…But I figured that’s bullshit because it’s not like I don’t engage in British films and media. And what the hell would it say about my real life if I made up reasons to hate characters just because they sound British.
Then I thought maybe I dislike them because they’re popular, but man I like some of the most popular characters around. Popularity doesn’t make me not like Spider-Man, Cloud or Sephiroth.
So I am really lost for any potential reasoning here, I cannot for the life of me figure out what it is about the characters in this game that makes me not like them. But there must be something these characters have or don’t have compared to other FF characters that makes me not connect with them and like them all that much.
submitted by Chrome-13 to ffxiv [link] [comments]

2023.06.07 17:24 Redartwide Ok, but what is a 10x operator?

You may have heard of the term “a 10x engineer”; it’s essentially a software developer who single handedly 10x times more talented / productive as an average individual developer. Just like successful startups they are rare. Like with engineers, 10x operators also exist. At a handwavey high-level, here is how i define them:
Noun. A person who is exceptionally efficient and effective in their operations role\, contributing significantly more output than the prevailing average. They may possess a deep understanding of a particular business model, operational processes, be highly skilled at problem-solving, be adept at light weight tool building to automate tasks, and excel in communication and collaboration.*
\* Note: includes, but not limited to, roles like business operations, customer onboarding, product operations, program management, customer support, and strategy & planning. I’d also throw Product Management in here too as most of these roles now exclude product design and are actually just a blend of biz ops, product ops, and program management. You can debate me on this if you like, but we all know it’s true.
Why should you care? The landscape and structure of teams at tech companies is rapidly changing. Teams are getting smaller, flatter, and more specialized. The need for large operational teams to “make the product” work are quickly becoming less required. Startups are raising smaller rounds and with the AI tools coming out, the next unicorn is being built with far less people. Startups and growth companies alike are becoming more picky about who they hire into operational positions. We are therefore seeing a dramatic increase in the concentration or talent density inside these companies, and the distribution of earnings skewing to the 10x’ers.
Can you become a 10x’er? Hell yes. My aim for is to help all operators become their best selves - whether you’re feeling exposed at a seed stage startup, or lost inside the Meta of Google empire. The content I publish on is all about understanding, adapting to, and upleveling skillsets to be more competitive and hireable in a highly competitive market.
submitted by Redartwide to a10x [link] [comments]

2023.06.07 16:40 KittyyRosa How to write long life races?

I've recently been trying to write a new character who is a high elf approaching the end of her lifespan probably around 740-730 but with that idea came some unforseen challenges. The first challenge was how she's only like level 4, I think I can kinda remedy this by saying she only became a cleric within the last hundred years maybe even less but then that ties into the next problem, what has she been doing all her life, I saw something that said high elves dont have any better memory than humans so I'm trying the idea that she doesn't remember most of her life and just has the important things written down in her journals but I still kinda need a vague idea of what she's been doing up until now, I have a vague idea of the last 100 years or so but that still leaves me with 640 years-ish to figure out which just seems like way too long to figure out what she's been doing all that time I tried the idea of her trying out a couple different jobs over time but I don't want her to become super talented at everything cause she's done so many things for years. I could just leave the majority of her backstory blank but idk if that's a good idea. I really just don't know how to approach writing a character that has lived this long especially when I don't even know what the world was like 740 years ago
submitted by KittyyRosa to DnD [link] [comments]