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A progression for starting plyometrics: begin with basic pogos on the ground, then skipping on the spot or jump rope, then box jumps, and eventually work in lateral motion, cutbacks, bounds, gallops, and unilateral foot-switching change-of-direction drills.
Jeff Cavalier advises passing on farm-raised and choosing wild-caught salmon every single time, asserting that wild-caught fish is better for you than farm-raised fish every single time.
None stated.
Jeff Cavalier advises avoiding supermarket whole grain bread because most of the time it is not truly whole grain. Instead, he has found dense, brick-like true whole grain bread at specialty health food stores or Whole Foods. The goal is to preserve the integrity of the grain so it doesn't cause the insulin spikes that fake whole grain bread causes. This is a change he made a long time ago, and hearing Dr. Lustig discuss the reasons for avoiding whole grain bread gives him more confidence in that long-held decision.
None stated.
Jeff Cavalier urges viewers to avoid artificial food dyes — the colors of the rainbow with a number attached, like Red 40, Blue 1, Yellow 5, and Yellow 6 — at every single turn. He argues they add nothing beneficial except making food look prettier on your plate, which is not a good enough reason to eat them. He has tried to cut them out for years and still finds himself fighting because he's never fully aware of where they exist.
None stated.
Hormozi recommends vibe coding an AI agent that searches the whole Telegram for past responses similar to a question, then suggests it to you or your team to check, edit, and send — not send automatically. He suggests vibe coding a dashboard so your team doesn't have to be in Telegram: clients ask questions in Telegram (convenient for them), but your team sees them all in one place with suggested answers, and just replies or edits. This dramatically increases the leverage of each delivery person on your team.
Contested by Dad Gang founders on Foundr
Hormozi recommends taking the repeated Q&As and having an AI editor cut them down into content. Worst case, use an offshore editor, because it's a very repeatable cutting process. The client answers roughly 30 to 50 actual questions per week on live calls, which means 30-50 posts per week just by capturing and editing.
Hormozi identifies a pricing problem: with one-to-many at the base price, then 'for twice the price you get one-on-one' — the ratio is wrong. If you offer a $150/month one-on-one membership with your coaching team, you need to make it five times as expensive or get rid of it. The one-on-one tier should be priced around $8,000-$10,000.
For deadlift improvement, use back squat-driven deadlift programming: assess the client's current deadlift technique and strength, then look at their back squat. If a client deadlifts 180kg but back squats only 140kg, prioritize raising the back squat for three to four months before expecting deadlift gains, while practicing the deadlift the entire time. After the squat block, expect a reasonable transition period of about two months for deadlift improvements to follow.
Guest's method; numeric figures flagged as possible numeric errors
The host's assessment sequence: first observe the sprinting athlete from the side to check takeoff angle and how long they hold forward lean, then check ground contact frequency, then view from the front or behind to assess lateral tracking of knees and feet.
Host's own protocol, described confidently
Observe sprint takeoff angle from the side to see how long the athlete stays in an aggressive forward stance, check ground contact frequency for cadence quality, and view from the front or behind to assess lateral sway and takeoff efficiency.
A three-step observation sequence: first assess from the side — the angle of takeoff and how long the athlete stays in the aggressive forward stance; then assess how frequently they hit the ground (step frequency); finally assess tracking from the front or behind, where lateral sway is visible from 50 meters away.
Map identities across systems, because an LLM won't know who a person is if their identity in GitHub is different. Identity resolution across systems can be solved with simple procedural tricks, like fuzzy matching usernames from different systems. If fuzzy matching isn't enough, pass a list of names to an LLM and have it act as a tiebreaker for identity mapping. This is roughly how Unblocked does it.
endorsed
When a validated query still errors against the database, the LLM can be used to correct itself. When a validation engine rejects a query (e.g., regular expressions aren't allowed), take that error and loop it back into the LLM so it can self-correct. Self-correction is technically just a loop with some sort of macro retry mechanism. The system may take a couple of attempts to produce a valid query, but it gets there in the end via retries.
endorsed
Patel uses a rule of thirds for leadership team composition: one third at-scale operators who know how to maneuver the company; a second third brought in from the outside — from competition and the market — systems thinkers who have operated at scale but may not know how to maneuver the company; and a final third of co-founders and CEOs of acquired companies, given charters larger than the company they sold.
Mickey shows you can make the easing curve variable by clicking custom Bezier, going to libraries, and creating a new easing variable; he uses a cubic Bezier of 0.8, 0.2 for a representative ease-in, ease-out curve, names it (e.g., 'the Miggy Ease'), and it shows up in the variable collection for reuse.
Lore invented a compensation system that enables hiring fast without negotiation: everyone at the same level makes the same amount (directors $100k, senior directors $150k, VPs $200k, senior VPs $300k, EVPs $400k); everyone gets stock options with grants kept relative to level and past grants; use a Black-Scholes formula to value options, re-estimating the share price monthly or quarterly so every new hire gets the same dollar value of stock regardless of join date; granting the same cash and same dollar value of stock keeps compensation fair and consistent, and the framework enables fast offers since the peer-group level determines the package.
Marc Lore describes inventing a fair compensation system that removes negotiation: a framework sets terms by peer-group level, so once a candidate's level is identified (e.g., senior director), the decision is effectively made. Supporting elements include being highly selective at the resume-screening stage so interviews are spent only on high-probability fits, building a robust HR department with a great chief people officer and strong executive recruiters, and avoiding wasting interview time on every half-decent resume.
A video analysis method: look at the overall position of the segments just before contact and during the first millisecond of contact, then the overall contact phase and maximum angles. Rate observations qualitatively as good, average, or bad; once a series of ratings exists, decide what to work on. Combine these numbers with qualitative form feedback to decide what should be fixed.
Use tempo sprinting at about 90% of max speed instead of maximum velocity running for high-speed exposure, because it is easy to understand, do, and verify. Prescribe roughly 120-150 meters per week for young athletes — the speaker notes he has no science to support this, only opinion and experience.
speaker explicitly states no science supports the volume; opinion and experience only
The sandbox ID is embedded in the sandbox URL (port-dash-sandboxID.ab.app). Attendees copy the ID from the URL, paste it into the check field, and can later use that identifier to return to the same sandbox.
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