Final Project

The podcast discusses the question of whether statistics belong in sports, focusing on two baseball movies that portray statistical analysis differently. The host plans to use micro and macro level topics to answer the question, with guests providing experiential knowledge. The first movie, Moneyball, follows the Oakland A's manager who uses statistics to build a successful team with a limited budget. The second movie, Trouble with the Curve, features a scout and his daughter who discover a talented player through their own analysis. The podcast also explores diversity within teams and the importance of group dynamics and composition. Hey, what's up? Welcome to my podcast. So I titled this does statistics belong in sports because I think it is a good question to ask and good conversation to be had and I have a good Comparison and contrast of two professional baseball movies that use statistical analysis But they kind of paint it in a different light in each movie. And so I think I have Good evidence and justification to answer that question. Well So each week I'm going to use a micro and macro level topic to Highlight how they were brought out in the movie and and will help work us towards, you know Answering that question basically and then I'm also going to have a couple guests on the show that I feel have good experiential knowledge and will help me, you know highlight some points and be able to again answer that question as best as we can and kind of learn something about the game of baseball and Business and different tactics they're in so This week to jump right in is going to be on a micro level diversity on them and on a macro level groups and teams and so then To give a little I guess overview as well of each movie money ball was about the Oakland A's and the the team manager Finding a young economist and the young economist basically had come up with his own way of looking at players stats and kind of predicting their future whereas scouts will kind of go off of based off of Feel and experience of the sport and scouts have a tendency to kind of write players off if they have a bad game, whereas the young economist Pete's system Was to you know Give the player time and look at the stats and try to understand, you know When they're going to be in the best environment to succeed basically And and so in the team had a very limited budget and so, you know, they were trying to pick up players that that were under the radar, but but strategically placed them on the team to exploit their strengths essentially And then I'll go into some more details, but that's a general overview for you, but then trouble with the curve was more about Gus LaBelle a One of the best scouts in the game, which was played by Clint Eastwood. So a very elderly Scout essentially and his team manager and boss and longtime friend Pete again was Aware of his age, but you know needed him for the upcoming draft and stuff like that. I'll apologize about that So Gus there, I'm sorry Pete needed Gus and and he wanted him to go on this new assignment to North Carolina to check out this High school prospect basically the top prospect in the country Bo Gentry And Bo had a really hot back could was a you know a really good hitter essentially and was wanting to be drafted right out of high school and Because Pete, you know could tell Gus was was struggling with health health issues and stuff like that And because of their you know, long time relationship Pete knew Gus's daughter Mickey And so he tried to convince Mickey who is a successful and hard-working lawyer to go with him And I'm sorry Gus and and I'm sorry. Yes, Gus and Mickey I'm sorry. Yes Gus and Mickey getting all these names mixed up, but Gus the main character and Mickey Had a pretty shaky relationship Their whole life just because of Gus being on the road a lot and different things that happened So she was kind of resistant to go with him at first, but Pete was eventually able to convince her so she goes with him and Gus starts teaching her about different things to look for in this kid and things like that and they kind of get a bad Impression of him. He's a little hothead jerk and Then eventually Gus also realizes that he can only hit fastballs And so he ultimately, you know, it doesn't want to take him recommends to Pete to not pick him up But there's this basically executive that's gunning for Pete's job the next year Philip Sanders He is trying to use, you know Statistical analysis to say that this kid is the best and he's gonna you know Be the best no matter what and and everything and he bets his entire career on it And so then at the end of this trip to North Carolina Gus and Mickey end up getting into an argument and Gus, you know leaves early they decide to go home separately basically and Gus leaves, you know kind of early and Mickey's packing up to leave and she basically notices this Hispanic kid that she had seen selling peanuts at the games they were going to and He was throwing baseballs with his brother and was obviously throwing well enough to get her attention and she approached him and and Basically scouted him and kind of because she had the ability to she, you know called Pete The the general manager and said, you know, I'm bringing this kid get home he's not, you know, really a baseball player, but he's got what it you know what it takes and and Things like that and and so I don't think at this point Gus knew about it And and they Gus gets to the field for the first day of practice And and the other executive had had, you know brought this bow Gentry kid in and Gus was saying, you know he's not going to work out and he puts him in the batting cage and then Mickey comes out with this Hispanic kid and she puts him on the mound and he basically the Hispanic kid strikes this bow Gentry kid Out and shows that he can't hit the curveball and I think he was basically released right there And then the Hispanic kid was, you know, basically given given an opportunity and so again, that's general a general overview for you there and and so again to dive right into diversity on the micro level I Think it's important within that to talk about The definition of diversity which refers to the variety of observable and unobservable similarities and differences among people Which is you know, obviously a huge thing that gets brought out in teams You you can we as we've talked about it many times you can put a team of all-stars together But that typically doesn't work because of the unobservable differences There's the observable similarities of their talents, but that has to be able to mesh mesh and coexist together And that typically doesn't work, you know with all all superstars. It kind of takes a Strategic and you know well laid out hierarchy and and the unobservable differences of their personalities have to be able to to, you know, work together and things like that and Obviously that's you know brought out in each movie very well and and So then I think it's important to talk about within diversity this separation diversity That is is very present and this is you know, obviously highlighted by managers you know making their own decisions even if a lot of people don't believe in what they want and and you know what they what They what everybody else maybe thinks is the best You know managers sometimes take control and have to make the best decision, you know Because they are the one in control and in that position And and so, you know that showed in in money ball by by you know Gosh Billy being the general manager of the Oakland Athletics by by him You know making making the decision to go this way even though all the scouts, you know We wanted to go with other players and things like that and and the same thing, you know with Mickey even though she really wasn't you know a a certified scout or anything like that she knew she kind of had the power with Pete because she he had known her her entire life and and She knew the game well enough where she could you know, say hey We really need to to make this right and do the right decision she she presented that option because she had the ability to do so basically so then I think there's a lot of important topics to to talk about with the Macro side of things and groups and teams. So first as a group that is two or more persons who interact with one another such that each person influences and in the end is Influenced by each other person. So I think that for this scenario is You know important because as a group it's it's everybody involved as far as the team You know coaches management everything like that, but also the fans You know If the team, you know does good it affects the whole group It affects the fans and and kind of vice versa fans can can play a role You know with how the team kind of functions Different fans are more passionate and look for certain things in their team and things like that so then Kind of I've already covered it a little bit but a team is the interdependent collection of at least two individuals who share a common goal and share accountability for the team and As well as their own outcomes and and so obviously, you know, this is highlighted with the players and you know, they they want want the best outcome for their team And and the coaches, you know as well. They they are all there to you know, better the team Even if they, you know, don't completely agree at all times That's that's where you know the different dynamics of Work groups and things like that come into play So then moving on through teams, it's important to cover It's just a second here as I flip through my textbook and find the next topic I'm talking about But With with teams, it's important to talk about basically the I'm sorry, the group composition. That's what I was looking for so within These these teams and their group composition It's it's definitely a homogenous environment You could you could argue that there is some heterogeneous Characteristics there because of players You know having their individual talents and skills, you know for their position, but it's also showed that you know in money ball with with Hatterberg, you know being a catcher his entire life and then you know Being being told that they wanted him to play first base, you know He he couldn't do it at first and then after a while, you know figured it out And and I guess the same could be said about you know Mickey not being a scout and and not always being around her dad but being around the game enough to know and and again not being a real professional scout, but just Going based off of instinct and and That that allowed her to you know, basically fill fill her role and create the best best outcome And and you know, I want to I want to define a homogenous group which is created with an Within an organization when people are assigned to command groups based on a similar technical specialty And and so, you know each person within you know, these movies was was showed that they had a strategic job again, even if they didn't all agree, you know with with the Scouts that really wanted to go, you know their own way and make their own decision It's important for everybody to work well together essentially and then moving on Again the group it's important that the norms are set and and You can the group can work cohesively together It took time, you know in in each movie there was struggles where you know, there was I guess tension and and you know one person wanted to make one decision the other wanted to make the other obviously is what I'm trying to get at and and so You have to be able to work through that and and that is achieved through You know the the informal leaders basically in money balls such as Pete Being given a lot more responsibility and and you know kind of assuming the role as assistant general manager He he didn't you know want to do that and and didn't necessarily Have the experience to be doing some of some of the things that he was doing It was it was a very untraditional setting But but he filled the role and and eventually, you know was just the leader that they needed and needed him to be And and kind of the same thing, you know can be said about trouble with the curve with you know Again, Mickey stepping up and being the informal leader essentially and so then I think moving forward from that it's important to talk about the stages of group and team development So those there's four stages within that and that is mutual acceptance and then communication and decision-making followed by motivation and productivity and finally control and organization, so I think that you know, obviously was brought out well in each movie the mutual acceptance like I just talked about accepting the leaders and Establishing norms and things like that then communication and decision-making Obviously, you know decisions needed to be communicated sometimes they weren't and and one person tried to try to make their own decision or make their own move and It typically didn't didn't work out and and proved to Not have good results. It takes a team, you know, no matter what you have to have everybody on board And and one person can also kind of burn it all down basically And then as far as motivation and productivity You know after the struggles in each movie there was always a period of you know the leader stepping forward and and motivating the team and showing that you know If you be persistent and stick with the plan that that there will be productivity and that that occurred and then finally with control and organization You know it at the end of trouble with the curve That that pretty much was the last scene I believe The the scene at the field with with the Hispanic boy striking out the bow gentry and and so, you know that seemed like hey, you know things are going to get organized and and the the Guy that was gunning for the position still I think was released as well. And so, you know kind of trimming the fat You know controlling and organizing team and and the same thing, you know could be said about the Oakland A's there There was a you know, finally Control there at the end and they went on, you know an awesome winning streak and and things like that show that they were in control and and that this system was working and and they were capable of you know carrying out the plan basically, so so That seems to wrap it up for this week. I went a little long Usually I'm going to try to keep these around ten minutes so but this week had a little bit of extra to talk about but Yeah, I think that covers it pretty well for this week, and we'll see you later for the next one. Peace Hey, what's up? Welcome back to the podcast. All right week two So our micro level topic for this week is attitudes and a couple different topics therein I'm going to talk about that bring out the the attitudes within an organization and and how how Attitudes are affected, you know at an individual level So an important piece of this is attribution and and you know, who's attributed for for success or failures is important because You can either study, you know what they did to to Work with them or carry on their success or bring it to an organization Or you can study, you know failures and and try to help them change and improve or Improve yourself when put in similar situations that you may have witnessed you know, and that's obviously play here where Billy being you know can be attributed for for the Oakland A's and everything that that has happened since then be you know As a result of what he did and and really how he's changed the game of baseball But also, you know Gus Gus deserved to be attributed for you know truly being a good scout and and you know knowing what's best instead of somebody that that is only going off of basically their their perspective So then in that again that sort of failure for In trouble with the curve and with Phil failing there at the end Sorry, but with Phil failing there at the end you can you know attribute the the behavior and and try to understand Why he did what he did essentially so then the other piece there within attitudes is is stereotyping prejudice and discrimination This is obviously going to create a toxic environment and one that can't you know Allow for success if if there's there's negative stereotyping and prejudices Against you know members within the organization and and this was you know present by Elder generations not trusting the younger ones and and vice versa, but also, you know certain team members teammates not being accepted or or You know, maybe the the Hispanic boy at the end of trouble with the curve, you know being looked at as as lesser and Not not deserving There were there were plenty of people in that moment that didn't think he deserved You know the opportunity and the chance and it was a long shot to to get him there But once people put the you know, the prejudice and stereotype aside And and also even for Bo Gentry, he had the stereotype of you know He should be the guy that performs and he wasn't so once everybody, you know put the stereotypes aside and just let let the athletes perform and similar can be said about a organization or a business when you drop the stereotyping and prejudices and discrimination then You can truly allow the employees to perform at their best and that's when the best results were achieved So to to move on to then our macro level for the week and I think why it's a macro level is because Communication is is not just it within the you know organization or within the team it has to communicate obviously to the rest of the world and and be able to effectively Put out good media and communicate with the public well and things like that but but Communication within the organization is very important first. I think I mentioned it before it is, you know starts from the top down so There has to be good upward and downward communication Between management members and employees or in you know this case teammates Billy Bean Would you know communicate his message as well from you know, he would delegate and things like that to the next person But then he also started to communicate actually with players and team members and he made a good communication channel There is a you know communication process. You have to establish that and show employees, you know This is how to properly properly communicate within the organization and then we can you know Move forward and get things done in an efficient manner But also within that I think it's important to to highlight you got to learn how to communicate with people pick up their nonverbal communication and You know their their body language That that plays in a lot with with teams And and you know, obviously was a huge factor in trouble with the curve with dust literally seeing What Bo Gentry was doing in his swing and that just takes years and years and years of experience So that's that's part of the communication skills You know, you you always have to be working to build those and you have to build your listening skills Gus, you know could could hear a good pitcher by the way The ball was hitting the glove or a good catcher by the way, he caught the ball Things like that, but also even in money ball people needed to learn how to listen to each other And that was present in trouble with the curve as well in many different ways if people take the time and listen and and you know really work to Achieve a greater good not just for yourself or from your own perspective, but you make sure to analyze everything you then Communication can can be received and transmitted in the correct way so for that I think that wraps it up for the week. I know that was a little quicker One but yeah, it was good to talk about these topics. I'm going to start to tie all these into More analytical aspects as we go and really answering that question of does analytics really belong in sports Next episode I'm going to have my first guest. So Like I said, stay tuned and we'll see you on the next one. Alright, thanks. See ya What up, welcome back to the pod week three this week we have emotions and moods for our micro level and leadership for our macro level I will be honest I Felt that my my two friends that are a couple Andrew and Lisa Ellert from high school that Live over in Longmont would be great To help me that they would be my two guests But I basically interviewed them at the same time and it wasn't easy to get it into one manageable podcast Because I'm breaking each each person up for for you know, a different week in a different topic essentially So I can cover each topic, you know as thoroughly as possible so Lisa Ellert got her MBA in communications from UNC up in Greeley and so I felt like she would be great for this week This week's topics and and so I will just kind of cover The questions that I asked her and and her answers and how it can apply So to get right into it I talked to her about what she learned in her experience with Emotions and values and how you align yourself with the values of organization, you know what she learned there Being that you have to be at the forefront of the communication of that organization Dealing with their media relations journalism and marketing you have to Get their message out correctly. That's that's a lot on you you know, especially if your values don't quite exactly align with with your organization and and so how What were her? What did she learn to be able to get through those those situations and make something of it and her answer was really that that you have to Trust the organization and that's why you took a job with them She she understands how to do do the the proper research and know who she's working with and and then When you're working for the proper organization that you truly believe in then You do whatever it takes and your values do align but if you are put in a situation where your values truly don't align and you can't bring yourself to communicate in the way that they are are needing either you need to understand how to Talk to somebody within the organization to help align your values and Allow you to gain trust in the company, but if that's not possible, then You you can't be a good communicator for the company and you can't do your job effectively and then it becomes Overwhelming and that's the the emotional side of it is is, you know what she explained is then your emotions do take over and and you you don't know how to control yourself if you become a puppet for the company and and that can be a Very very bad situation and you do not want to do that Because then you you end up going down with the ship If if that's the scenario that's happening or or you essentially self-destruct in and become somebody that you don't want to be maybe because you you aren't Operating by your core values. So I felt like that was some good help and information there and and moving through the value systems and the Conflicts that that you come across there. I Asked her if her mood played a role our textbook talks about how your mood affects your decisions and and How the attitude you bring to work every day? dictates what what what you do in the success that you bring and so I Asked her can she expand on that at all and and what she had to say was that Controlling your mood each and every day is is extremely important and and always Knowing that that you're doing what's best for the greater good or what's best for your value system and your morals It is really driven that that ethics is and values are the most important thing to Operate from and if everybody does that then we get the greatest possible outcome and so if you believe in your organization again, and she said if you Trust what you're doing and what your organization is doing Then then your values will align and you'll be able to see every perspective. But if there's Challenges you just have to control your mood and Control your emotions every single day and just really find a way to do what's best for you so then I went on to talk more about How you control your stresses? I felt like that was an important topic to bring up because There was a lot of different stresses I felt like there was growing pains and money ball which ended up turning into kind of a good stress that the team needed a Large amount of stress, but directed in the right way and then in in trouble with the curve there was kind of a lot of undue stress and and Different factors that that shouldn't have that caused problems essentially and was more of a negative stress And even the negative stress of using analytics and Betting your career on it and things like that. That's that's a toxic environment and not something that you want to be in And and I kind of wanted to ask Lisa what she felt about how do you control your stress? how do you control your stress through through school and and deciding to to go for this program and Having to to control your stress from going as a student to a teacher and and she said You know very similar thing. I brought up the money ball point and Of good stress and she said at first she really didn't like it and it was it was a very challenging But then it became a normal thing because she had to do it every day and she got better and better as she went And and so she learned how to control her stress because she knew she she had to and and it wasn't It was something she wanted to do. It wasn't overly forced and she knew there was a result at the end But she said there has to be that that result the nature of the stress has to be justifiable and and that that You're you're going to get somewhere Otherwise, it's again just a toxic environment and there's going to be large consequences if You don't adhere to the signs of bad stress essentially And and take care of them so Also in that comes the the importance of a work-life balance Also in that comes the the importance of a work-life balance and and that's something that that Andrew and Lisa figured out and Decided what was going to work best for them as they moved through their career And so I feel like that kind of moves us into Leadership and and the questions that I had there for her on that aspect So I asked her what she felt about the process of leadership and the influence that that she felt she had, you know within an organization as You know a communications member And and she said Obviously a massive amount. She is the one completely in control of that and Influences the culture and and you know, really the way the rest of the organization be here or I should say she said the the way the individuals feel about the rest of the organization and and really that then reflects the health of the organization and Where the company is headed? So I started to ask her How she felt about? attribution leadership I felt that was important and and something that for a communications major may kind of focus towards because You want to be able to? communicate with upper management with with the employees well and Attribute why behaviors are working well to the right people And and make sure to keep establishing good norms and cultural beliefs that will fuel future growth and development basically so To move on through leadership. I think it's also important to highlight how You know critical the leadership was in both of these movies and that's brought out at a macro level because without the leadership There there wouldn't have been the massive reverberation of good positive effects Really both both movies ended positively for the most part but Moneyball ended in a way that there was extremely lasting effects to the entire industry and really the history of the game of baseball and and it can kind of similarly be said about Trouble with the curve and in the impact that that was felt you know a kid not getting a top prospect not being drafted and and You know a guy that was pretty toxic in in the organization being let go And so that probably left it left a lasting impression. So I Think that wraps it up for this week Next episode is going to be a good one with Andrew. So yeah, I look forward to it and we'll catch you on the next one All right. Thanks. See you What's up? Welcome back to the podcast week one two, three, four five and this week We have personality and values for a micro level topic and power for a macro level topic I figured this was perfect for Andrew because he's got a strong personality that Worked him into management positions early on in his career with no college experience just found positions at property management Locations and started to gain experience early on and just kind of stuck with it and and I Felt like how how does he manage these places? Well without an education and without Necessarily being taught about it he would tell me often that that he had to really just figure things out and and kind of make his own make his own way figure out what worked and Communicate with with upper management, but but sometimes he was left to left to his own devices, basically And then he's had to you know, use his power Many times and use his ability in different situations To make sure the the company's greatest good was realized and I Think that's paid off. Well, he's in a good government position now and and has has you know a really good position and respectable career and and so I felt he was good to ask some questions about this and then he and I have played sports together since since a middle school basically and and so he's he's you know knows this aspect of Sports and the other part of the conversation that we're having here with with you know, comparing these two movies so I Started to ask Andrew, why does he feel? His personality has fit well and and Specifically at the macro or I apologize at the micro level Specifically why he's Seen success ever since the beginning and just happened to stick with this career for Close to 15 years or so now so he said that People are a big part of it You have to be able to work with the people and and he feels he can can work with you know anybody he can make it work and and he has the the correct personality traits to To work well with others Get people to do what's necessary or or you know follow direction if he's he's not the one, you know in controller or Telling people what to do at that time basically so he talked about things like you you must have the cognitive ability to See what's really the best or what's to come essentially Out of the work that you're putting in. Are you actually going to get something out and and Are you Effectively working with the team to build and grow the the personality traits of everybody within the team to work together or are you building a Negative environment where everybody's going to work against each other and he felt he's always been able to see that well and and get people to to work well together and They they were able to Perceive each other's values, you know, he was able to get push the values of the company and and he was able to also understand his employees values and and Tap into those to get them to you know care for the company as well So on the other side of that I I asked him then What why why would power be in a more macro level and he said because the power is is Felt at a much greater level essentially His power has has left him in a position at times Where there was no one else to ask he had to be the the main manager to design and and run the system for an entire apartment complex and and he was left to pick up the pieces of a sort of crumbling branch and and it was either him, you know get the job done or The entire place would would fall apart He was basically the the last link to hold everything together and and he did it and and really I still remember him calling me and I could hear that that he was stressed out about what was happening and and then Talking to him in preceding weeks. He you know, just would show up to work every day and Do what he could he didn't always know if it was exactly right but he he just kept putting one foot in front of the other day after day and used his his powers and abilities to to get the work done and so I kind of connected that then with him to money ball because of what the Billy Bean did and using his power to to Get the results that he was looking for and kind of same thing with Gus and with Mickey I kind of showed him some clips from this other other movie I was telling them about it and that they they should want to watch it. It's a it's a good movie and You know a good kind of I guess compliment to to what was going on in money ball so I also kind of wanted to talk about the Personality and values within money ball and trouble with the curve. I think those were important to highlight That personality traits are One of the most important things When it comes to a team working together, I mentioned it earlier in this podcast series That you can't typically put a team of superstars together. You you typically can't just Throw throw players together. There has to be some at least a small core to begin with Of cultural values and norms that are believed amongst more than one person To create a strong team and and to create good morale and energy within that team so if if the personalities are all often just thrown together and and they're all essentially energies that aren't Linked in and their their Values do not align then when that team is not going to operate well And and so that's why that would be a micro level that that's a very core element and a team has to build from That it has to start small and and grow but then from a macro level the the Captains have to use their power correctly within a within a baseball team, but also The players I'm sorry Managers and and the the essentially coaches of the team at times in moneyball the Coaches would not do it would not you know, enact the lineup that Billy Bean wanted. They they would not see through the Style of coaching that Billy Bean was wanting them to use and and so Billy's system was not working and and so Billy then had to use his power and and so there there are different levels of power and and those are very important to Know how to control and know what factors are at play Within an organization there. There's so many different different levels of power. Like I said, so All right. Well, I think that kind of wraps up this week We got two more episodes to go a lot of good details and then like I said I kind of want to get to a place where I can really wrap up and give a good good detailed concise answer on whether statistics is is a good for sports and Organizations or or if it's I guess something that should be done away with so, all right. We'll catch you on the next one Thanks. Yep What's up? Welcome back to the podcast. I realized I made a mistake last episode I said it was episode 5 but it was actually episode 4 and this is episode 5 I think this would be a good conclusion episode There's two the last two topics tie into each other. Well So for our micro level we have perception and motivation and our macro level we have conflict and structures so with Motivation and motivating your team. They have to perceive the message correctly if they don't trust you if they don't perceive the message. Well It's not ever going to work and as I've talked about and I'm going to talk about a little bit more in this podcast It starts from the top down if The the upper management message is awful or Their their intentions are in the wrong place and that can be felt by the team then then, you know that perception is going to be off and motivation is never going to to Happen or it's never going to be a lasting effect essentially and and as kind of previously talked about then that just turns into Stress a lack of motivation is going to stress your team out And and there's errors in perception as well and and so somebody can perceive your message You you can have good intentions, but they can perceive it incorrectly and and that can you know stress your team out and and that's undue stress and Something that doesn't need to be happen to something that doesn't need to happen and that's where the good communication channels come in and things like that and Upwards and downwards Communication so that everybody feels heard and and everybody's problems are taken care of, you know As soon as possible and the team can be nice and efficient Also a big part of that is attribution And and you know attributing the right behaviors Reinforcing those and making sure that that those You know continue and and that the right processes are in place And and that the right person and in right areas are getting the right credit and attention that they deserve so the final part of that is going to be fairness Justin and Good good sound practices that create trust everywhere. I think this is a micro level because You know, it has to be a core element that starts from within And then it just will flourish and help grow the the organization and their ties to the community essentially And and this is you know brought out in in both teams because the team wants to you know, obviously perform well have a strong powerful team, but also they're essentially doing it for the fans, you know and and they want they want to grow the team to and in order to grow the fan base and Be able to Be a trusted organization essentially among the baseball community whether you're a a industry professional or just a fan So I think that moves us then into our macro section which would be When when you have a solid structure, then you can deal with conflict very well. And so that's why Structuring an organization is extremely important and that's you know a big process again it starts from the top it starts as you know a solid core, but every single aspect of the organization has to be structured properly and Without that you you are never going to have a solid organization that is, you know able to flourish and and so There's so many different elements to that from business strategy the external environment organizational talent within the company the size behavioral expectation Everything ties in and has to work in a cohesive manner and and so The the internal talent of the organization affects the external environment the the talent the company has portrays their their values and and the external environment feeds off of that and and becomes Part of the culture of the the organization Without a solid external environment though The the organization has no ability to flourish and grow. So I think this ties into the movies and and really ultimately what we're talking about here the answering the question of does analytics and belong in sports Because It really does and and without it and without using statistics in the proper way It can't you can't operate at at max efficiency essentially and and I think this is brought out very well by the movies You know showing that statistics can be used in the right or wrong way Money ball used it in the right way and and it's left an insanely lasting impression and Changed the game of baseball, you know as we know it essentially But but you can't get greedy with it as shown in trouble with the curve so you you have to really use the system properly and and if if You take advantage of your power and and the statistics are used in a Way of trying to gain your own results without Looking out for the greater good it's really easy for that to come and bite you and and it's easy for an organization to Push you out because you're not operating At the same level as the organization and from the same values and and so That you know, ultimately even though it was a quick and quick and easy answer is the best way to to look at it and and the only the only option is to Continue to use statistics. They there is no way of of Pushing that system out and not using it and especially in the game of baseball only using scouts statistics is is Absolutely here to stay and not something that that we can go without and and so ultimately Both movies like I said show the The good and the bad that that persistency is important and and you must be able to Learn and grow and adapt to each environment, but if you Use each process of the step the steps that we've talked about You should be able to build a solid foundation and a cohesive environment for Success. So thanks for tuning in to my podcast series. I really appreciate it And I hope we had a good time and learned something I think I did and and I really enjoyed comparing and contrasting these two two movies and Going over these topics here. So, all right. Thanks. I really appreciate it. Yep