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How to Make Recommendations & Alternative Approaches | BTEC National Business Unit 6 | tutor2u | YouTubeToText
YouTube Transcript: How to Make Recommendations & Alternative Approaches | BTEC National Business Unit 6
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Core Theme
This content is a professional development session focused on how to effectively make recommendations and present balanced alternative approaches within a business context, specifically for Unit 6 of a national business curriculum. It emphasizes the importance of applying these skills to a case study to achieve higher marks in assessments.
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running evening what Jame here welcome
to to the third in our series of live
streams that help hopefully help
Learners get ready for their next uh bch
National Business unit 6 and this has
been recorded as are all our live
streams so if you've not had a chance to
catch the first and second series or
first and second uh sessions sorry then
please do find them on YouTube or t.n
netlive let's take a look at what we're
covering in tonight's session and uh
well I've mentioned we've done two
already in our first session quite a
long session that one we dived into a
new case study that we've written for
these live streams and looked at how you
can make the best use of case study
information including a concept called
paddle which we'll revisit briefly
tonight uh that was to help us pick up
maximum marks in af1 and af5 12 marks
for each of those so 24 in total last
night in session two we dived into the
sort of the I don't know the uh the
depth of unit six it's about principles
of management so we looked at how to use
Key Management concept steps terms in
our responses in our report and
presentation to demonstrate to The
Examiner that we have have indeed been
studying principles of management and
tonight we're going to be taking a look
at the sort of second half of each of
the activities which is making
recommendations and showing some balance
by reflecting on alternative
approaches that's another uh 12 24 marks
going so that would most of the marks
done and tomorrow night we're going to
take a look at how to structure those
that report and the presentation and
also do a quick a five and 10 minute Q&A
any questions you've got about unit 6 so
that must mean that tonight we are
looking at af3 and af7 session three and
uh yeah 24 marks going for this so we
mentioned these assessment Focus or
assessment FOC ey because there are
eight of them you get examined twice in
Activity one af1 through to four and an
activity 2 af5 through to8 so we're
looking here at af3 and af7 so af3 is in
the report report and uh af7 is in the
presentation and don't forget equal
marks for the report on the presentation
the examiners reports will comment on
this tomorrow night have said that too
many Learners are not leaving enough
time to do themselves Justice in the
presentation just the same marks so
don't leave that literally to the last
minute too many marks being lost on the
activity two okay now if we want to get
to a merit we know from session one that
we need to be hitting the midp part of
band three in each of on average in each
of the eight assessment folky so just
looking at af3 and af7 uh there are up
to 12 marks for af3 12 for af7 so 24
marks if we were to hit Mark Band
3 then we'd be getting on average over
50 marks I think it's 53 we said didn't
we so that would that would be good news
that would be a merit and uh in Bart
Band 3 for these uh AFS it's all about
suggesting some alternative approaches
that are mostly applied in context okay
well I think we can do better than that
and justifying them and providing
Alternatives that are mostly balanced in
the context of business goals well
hopefully the approach we suggest
tonight will mean that we're much more
likely to get closer to Mark band 4
which is where the really high marks are
awarded we want to be entirely
appropriate we want to be making
balanced justifications are showing some
balance and always always always in
context of those critical things in the
cas of the business goals nice to see
you Karen in the live chat tonight and
welcome everybody who's joining us live
I'll try to get some of your answers on
the screen a bit later so just to
summarize this is really important here
when we look at our recommendations that
flow in both the report and the
presentation it's really important that
they are entirely appropriate for the
business yeah not just standing in make
stuff happier they need to be very
specific to the issues facing and the
challenges facing the business therefore
they need to be made in context so don't
just make recommendations that that
could apply to any business apply them
in this case to our Casey
CLS and most importantly perhaps
although it's really important to be in
context they need to be balanced so we
need to include a sort of however point
to say that this might not necessarily
be effective and why and what might an
alternative approach be so we need to
make sure that in each of our
recommendations however many we do we
show some balance and we're not talking
about writing Lo here but a sentence or
two really
important uh mushahid is saying will
this live be uploaded as video yeah
absolutely so every live stream we do in
all of our subjects are automatically
recorded by YouTube and as soon as we
press the Finish button on this session
in about 25 minutes or so it's
automatically available as a recording
there forever to be
used okay so we're going to focus in
this 25 minutes or so on Activity 2
because back in activ uh session one we
did a little bit of stuff on Activity
one now obviously we're going to look at
the two formats tomorrow in terms of how
to set them out but what's quite nice
about Activity 2 is it's a different way
of presenting the information you're
required to produce some slides and some
speaker notes or a script and so I
thought Activity 2 would be a good thing
to use tonight as we dive into this casy
and we're going to look at these two
tasks there so there we go on streen uh
share your understanding of how the
culture at CLS may impact alysia's
ability to affect the changes she's
proposing so uh often in the activity 2
Section it's often a little bit more
specific in this case we're focusing on
culture and then recommend the actions
the change management actions actions
that could be taken to enable the
business to make a success so we're
going to try and find the two or three
issues here or impacts at ways that the
culture is impacting her ability to make
the change and then we want to then move
on to giving the examiner some
recommendations some actions that she
that she could take or the business
could take that's what we're going to do
now you might be saying well Jim what's
culture I forgot what culture is I might
not necessarily have spent a lot of time
uh learning that or being taught that
well let's quickly give you a minute or
two minutes on what culture is because
really that's all you need to know so
with this it's clearly about Focus the
focus on culture so what we need to be
thinking about is okay as we start to
get into the case and we see it for the
first time in part A we need to be
thinking about two or three ways no more
than that in which culture might affect
the ability to make the changes and then
for each of those in our presentation
our slides and our speaker notes we then
need to give for each of them a recommended
recommended
action that hopefully
affects the ability to make the change
it needs to be in context in other words
using the the case study but also
importantly it needs to be balanced bed
it needs to reflect how it may not be
effective or if there's an alternative
now what do we mean by culture we need a
bit of need a bit of information here a
bit of content from the cas don't we
well there are different models and
theories out there on culture so I'm not
sure what you may or may not have been
taught about different models and
approaches to culture but the one I
really like is the one it's really easy
to remember and to apply to any case if
culture comes up is Charles handy a
famous uh business theorist uh
psychologist as well he just said
culture is the way we do things around
here and what he means by that is
culture is quite a complex mix of
different things but you can spot the
evidence of culture by things like and
I've just stuck two or three of them on
the screen here how decisions are made
the way we take decisions around here is
whatever who takes the
decisions really important how is
communic ation made in a business that's
aect that affects the way things are
done doesn't it are is communication uh
frequent always being updated is it on a
need to know basis who gets to find out
the important things how are they shared
how do employees and the management
communicate within between each other in
the organizational Hier hierarchy so as
you read the Casey you can often pick
out a few little golden nuggets of
decision making communication and I
think the one on the right is the really
powerful one to use because almost
certainly there'll be something in the
cas around how employees are treated
rewarded paid potentially
motivated that's really and also not
just staff of course how customers are
treated maybe how suppliers other
stakeholders are treated so that's what
we mean by culture nothing more than
that it's the way things are done around
here and look out for who's taking
decisions how how staff are treated
communicated how they're paid all that
kind of stuff is useful evidence for any
uh assessment of the impact of culture
on the business hopefully that's useful
and if you've not had chance yet to look
at the clsk city you'll see as we'll see
in a second lots of information in there
about culture particularly if you use
this kind of approach to think well
these are the kind of things that must
be about culture okay now don't forget
we mentioned this in session one here's
just a quick reminder all of our
recommendations and all of our
alternative approaches and balance need
to draw from the cas so it's not like
it's the first part of the report or the
first part of the presentation that's
about the cas everything that flows
needs to be drawn from the cas in
context so don't forget to keep on using
in Activity 2 our paddles are there any
patterns is there any Trend in the data
or what's happening that might affect
our recommendations in our presentation
what actions are the key people taking
in the caseid what have they done what
have they said how do they feel how does
that affect the culture in the business
look out for those think about the data
if you can bring the table one one or
two of the figures of the tables into
your answers that's really good
application that's using context that's
helping to build some power to your
recommendations and approaches and
lastly of course don't forget and this
is the most important
thing really always always always always
everything you write link it back to the
stated aims always link it back your
point isn't finished your presentation
isn't finished just speaking out it's
not finished until you've made sure that
you link everything back to the stated
aims because ultimately that's what this
unit is all
about okay so excuse me we've got about
15 20 minutes to have a look at uh a
worked example of these
recommendations and alternative
approaches in action so what I thought
thought I'd do I'll have a quick sip of
my coffeee whilst I put it over to you
and suggest to you well what do you
think is there anything you've seen in
the cas that might be about
culture anything either the way stuff
are paid the way who takes decisions
ais's approach uh whatever it is that
you may have come across feel free to
add it into the live chat and I'm happy
to stick that on the screen um if you
want to have a go I've got a few ideas
because what wanted to do was to start
to think about the top part of the
presentation which is first part of
Activity one isn't it what are the
aspects of culture that may affect her
ability to uh deliver her changes
because what you can then do having
identifi those is then move on to well I
need a recommendation there so here's
something that I think needs to happen
to address this issue what do we think
anyone got any thoughts I'll keep an eye
out on the live chat as we go maybe give
you a few seconds of course course if
you're watching this on catchup maybe
now's the time to pause the video and
have a think about it or maybe look back
cas what have we found was there
anything at all in the case well I know
there is of course I know there is
because I wrote the case but
deliberately put in and the examiner
will always put in items into the cas
that are there to be used doesn't have
to be data it can be something someone's
done something someone said all that
kind of
stuff uh Julia there is a link to the
cas in the uh in the description for
each of the YouTube videos so by all
means go and download that at any stage
and share it around while sharing a
think I'll keep an eye on that live chat
here's my first
one I think reading through the cas
today what's interesting is under Terry
Terry was the CEO for 50 years founded
the business he paid everyone really
well and everyone was paid together they
were rewarded together what do I mean by
that well firstly he paid them we were
told he paid them above average wages
and in figure one I think figure one
could be figure two I need to check
where's my case study uh it told us what
the average wage was compared with the
industry average so there's some
evidence there that staff were paid well
they were pay they were all paid an
annual bonus they were given all given
the opportunity to stay in the CLS
Holiday Homes in the late District labor
turnover was was low staffer staying a
long time so all that suggests to me
that a part of the culture was we're all
in this together and we're all being
well looked after now why does that
matter that could be a point to develop
in your presentation
well Alysia wants to move to a different
way of rewarding performance doesn't she
she wants to introduce individual
store performance data to move away fact
she canceled the annual bonus she sold
the holiday home so that's going to have
implications isn't it because she wants
to move she wants to change to a very
different way of rewarding
people that's the issue that's the
cultural issue so that will be the issue
or the way or the the challenge if you
like for Alysia then your recommendation
would need to be two or three things
that she might need to do to help smooth
that transition what could they be
here's another one that I came up with
what do you think to this one I think
the case study suggests that culturally
the business is under Terry it is before
Alysia comes in and starts to shake
things up is very much focused on the
long term and customers customer service
is right at the front of this business
over and above objectives for sales and
profits so I think you could say the
culture was really customer focused full
of traditions full of rituals these are
all things that help Define the way
things we the way we do things around
here isn't it so for example an
obsession with group greeting customers
as they come into the store now that
would be a bit of context to use that's
context that's application uh the cafes
where the the knit and Nat and local
groups mess every week uh that the
insistence that checkout cues are really
short to have lots of people on the
checkouts all of those were a really
important part of the culture why is
that an issue well because Alysia needed
to try and convince staff that that was inefficient
inefficient
that all of those sort of things are
fine but they don't lead to an efficient
business where they have to compete
against Aldi and little so she she's
decided she has to change that the
question is really should she bother
trying to persuade people uh that that's
that's not the right way to
go let's oh great so Maran has put in a
fantastic Point here let's get that on
the screen before I display my my third
because it could be the same same one as
I've got coming up isn't it here it is
uh so Mar said Terry always put the
customer service objectives first first
to make sure that customers were
satisfied with the
service ABS well there that's my second
point isn't it uh except in fewer words
and more concise and and more focused
you might say uh whereas elista is much
more focused on competition for the
business that is spot on that's the
issue isn't it that's that's the that's
the the cultural point so how do we have
but what do we recommend What flows from
that great Point thank you very much for
that I appreciate everyone who puts
answers in really good answers as well
like that into the live chat and here's
my third one now I'll come back to
tomorrow to how many points do you need
to develop I think you have to have at
least two and if you had time to do
three that's great any more than that I
think you're probably wasting your time
but I came up with a third which I just
want to develop as as a worked answer I
reckon in CLS I sense from the cas
there's a lot of
resistance to Modern things modern ways
of doing things in particular resistance
to the implementation of e-commerce so
that was that last chunk of the cas
wasn't it Alysia is trying to introduce
e-commerce into all the stores so that
they can start to offer a wider range of
products and also in hopefully increase
their sales and
profitability but we do have some
evidence that staff are not used to that
kind of change they've been selling
groceries in the same way for the last
50 years haven't they and therefore
that's cultural isn't it that's
ingrained in the way way they do things
and of course e-commerce with picking
and packing and all that kind of stuff
that creates a new skill set required so
I think that's quite interesting so
what's the
implication well Alysia needs e-commerce
to work so we need to be making
recommendations or alternative
approaches that say here's how you might
be able to overcome this cultural issue
to help make it work so my
recommendations need to focus on two or
or three practical things that she might
be able to do to help overcome the
cultural issues overcome resistance to
change yeah so let's take a look at that
one shall we I'll keep an eye on the
live chat to see if any more
contributions come in like uh Marans
awesome contribution that number of
people asked me last night say please
Jim can you just put on screen an
example of how to put the slides
together for the presentation well
that's what I've done I've had it
go so here we go so here's my first
draft of my activity 2 and this is don't
forget this is just um one point I'm
developing here so I might I'd certainly
want to do it for at least one more in
activity two if I could I'd try to do it
for for a third if I had time but always
better to fully explore and develop the
point in context and show some balance
than try and rush it and do too many uh
here yeah it's a good point isn't it
let's come back to this because this
could be a recommendation isn't it just
uh picking up the point here for wave
three there which is this sort of lack
of confidence in in adopting new
technology it's also time consuming to
Res skill the staff that's an issue
isn't it that's a cultural issue
therefore there's potentially a loss of
time a lot of
competitiveness superb stuff okay so
here's my here's my
example now don't forget we'll go on go
through this in session four don't spend
time making your slides look fancy don't
spend time adding images of supermarkets
or making slides transition from the
complete waste of time complete waste of
time all the examiner wants to see is
your content how you're addressing
Activity 2 so here's my first one now I
think tomorrow I'm going to some Muse on
potentially putting another slide in
that just repeats and reminds the uh the
speaker of the key aims because I think
we need to keep keep those in focused
but anyway my first slide at the minute
says you know how culture is may affect
the proposed changes so that's what Mass
to do and I've just put a little line
and say we've identified three ways now
if I only if I only had two I'd say
we've identifi two ways in which culture
uh could impact the proposed changes
recommendations for how each of these
can be tackled are explained in the
following slides along with supporting
speaker notes so in other words What's
following is is my my recommendations
for each of these ways or issues now but
already done it for one but obviously
we'd want to do it for at least two and
I've just listed there what the what the
issues are or the ways that culture
impacts the strategy are so let's go
into the first one and what I've done is
I've broken this down see what you think
into sort of uh really three or four
slides for each way now you might say
there's there's too many words on these
slides well that's fine I mean you could
easily turn these uh these bullets into
the starting point for your speaker
notes and then just add a little bit of
extra information
but I think it's I'd rather explain
things in a slide reasonably well rather
than just putting one or two words and
it's not obvious what the point is so
here's the problem here's my way through
resistance to adoption of modern
technology what's the problem what's the
problem that needs solving so the staff
aren't used to technological change
they've been with Terry for 50
years but customers perhaps
increasingly uh may want e-commerce but
there might be a lot of CLS customers
who don't so I'm imagining may
maybe older customers maybe a little bit
more set in their ways got used to this
lovely customer service focused
experience in a store being greeted nice
chat with a cashier all that kind of
stuff they're maybe not that Keen on
buying their things using e-commerce so
similarly a lot of long-standing staff
and there's likely to be some skills
gaps there and all of that those
cultural issues is create a likely
resistance to change so there's my
problem I've set the problem up what I
now want to do is I want to recommend
two or three things that Alysia in the
business could do to try and overcome
the problem but before I do that do you
remember I said that each of your
recommendations and alter alternative
approaches has to be
linked so it links always always always
link to the aims and objectives yeah so
The Heading is why does this matter well
because they have a growth a
particularly aggressive sales growth
they want to increase significantly was
it from 45 million to 100 million sales
per year that's a very ambitious sales
growth and they've identified e-commerce
as a key way of doing that in addition
to opening new stores
and linking back to the data we know
that currently CLS has no e-commerce
whereas in the UK it's just short of
133% so there's a big risk here if we
don't adopt e-commerce we are not going
to achieve our aim of achieving 100
million pound worth of sales each
year as similar similar you might also
argue that e-commerce it matters because
it's likely to be more
profitable than running a traditional
store therefore because you're using the
the shop assets better and you're using
the staff therefore it's also consistent
with achieving the aim to increase the
profit margin to Industry averages so
however you do that make sure you've got
at least one and ideally a couple of
links back to the aims of the business
recommendations uh so here is uh so if I
go back to uh Kelly's just ask what you
talking about or showing us a certain
structure yeah so if you think about the
structure let's just go back Kelly uh to
um here's my opening slide I'm saying
I'm going to identify an issue and take
you through why it matters what the
problem is and what the recommendations
are so start with the problem
what's the issue explain how it links to
the aims why does this matter and
then our
recommendations so I've put five down
here I think you could maybe get away
with two or three as long as they're
well developed in the speaker notes but
the recommendations need to be relevant
to the business and in context what I
think these are so I hopefully you agree
they are so our recommended actions to
address this issue to solve the problem
of of culture firstly use a focus group
and staff meetings explore the staff
concerns so communication from unit six
six
um next conduct a skills audit so you'll
come across that when you're studying
training trying to identify what the
training gaps are the training needs of
a business you look you audit to see
where the gaps are who who can't do what
or who can so that would be a good
recommend a and in my speaker notes I
would just develop and explain maybe
just a sentence why that would be a
really useful thing to
do thirdly a slow roll out of e-commerce
via five pilot stores so they've got 50
stores don't introduce it in all 50
start by doing it with a small number so
maybe five to start to see and see how
it works and I've also suggested rewarding
rewarding
participation uh in pilots and
completing skills training this was an
idea we came up with last night wasn't
it to give people reward rewards and
bonuses and targets easily achievable if
they get involved in helping out with
e-commerce to to to build this sort of
positive aspect to it and I've also
suggested that one recommendation might
be to introduce the e-commerce into the
new stores they're
opening rather than the existing stores
and the reason there is that might be a
good approach to consider so it's like
an alternative approach because we're
opening new stores we're going to be
recruiting a new store team and
therefore hopefully with e-commerce in
mind we might be recruiting people with
maybe a little bit more maybe a slightly
better alignment of their experience and
skills with what we want compared with
some of the staff in maybe the longer
longer opened stores so those are some
recommended actions now is that enough
almost they're in context they're
relevant to the business they address a
c a cultural issue but what else do we
need balance
balance I'll come back to your question
in a second
Allison so the balance slide I think
just has to have some balance in it
it
so don't forget balance is sort of
saying well here's the recommendation
but of course there's no guarantee it's
going to work there's some things that
might might go wrong you may need to
adjust or take an alternative approach
to this yeah so that's not to say you
don't do the e-commerce but you may need
to change and if you like flex your
approach so I think a slide for each of
these issues that just has two or three
bits of balance in saying look it's this
isn't going to be easy it's like however
point isn't it and explain what the
alternative might be so I would head it
up potential problems alternative
approaches so introducing e-commerce
isn't going to be easy could be quite
costly so that's
balance and it could be that the store
pilots in the maybe those first five uh
stores actually create all identify all
kinds of problems maybe the website
doesn't work the app doesn't work maybe
staff have no idea where to go find the
things that customers have orders maybe
customers don't come into the store on
time to pick their groceries up or they
pick the wrong groceries up all kinds of
things can go wrong can't they so that's
that's balance isn't it to say look it's
quite this is quite costly and it's
quite complex things are going to go
wrong so we will need to constantly
reflect on how things are
going possibly we may need to change so
here's an alternative approach we may
need to change the communication and how
we explain how the e-commerce system
works maybe for Shoppers who aren't used
to it it could be that uh when we start
running e-commerce the stock isn't there
so it may be that initially we have to
offer a limited range of the fastest
selling or the most popular product
rather than offering everything so it
doesn't really matter what you say as
long as you've got some balance and
you're suggesting one or two things that
would help maybe alleviate the problems
of your recommendations and that's
really what it's
about there are four potential problems
or alternative approaches there I think
you could get away with a couple as long
as you're speaking it's just provide a
few more words to explain what they are
and we'll look at this tomorrow night
I'm just going to pick up on one of the
questions that um
Alison let's put Allison's question do I
understand correctly you're making three
slides for each issue well actually to
be honest with you it's four isn't
it I start with the problem if I just
move uh if I just move your your
question out the way Liston I start with
a problem and you don't have to have
five bullets three or four two or three
or four would be fine what's the problem
what's the issue why does it matter
that's linking to the aims linking to
the objectives that's in context but we
are linking really
important then the
recommendations practical relevant to
the business don't have to have five you
can have two or three it's absolutely
fine but then we need balance it's
actually Four isn't it four slides I
just think that fourth slide I would
headed up potential problems stroke
alternative approaches just gives your
issue some balance it makes it really
easy for the examiner I think or easier
for them to see that actually your point
is being balanced here it's not just
one-sided so that's what I would that's
what I would suggest in terms of um the
slides there there's another question
um let's have a look Luke's asking um
shouldn't we include transitions to get
the extra presentation marks absolutely
not no there are no marks going for
transitions uh the marks for structure
and presentation are essentially around
a logical structure to the report and
the presentation in terms of how it's
how it's structured and explained and
laid out no marks whatsoever that I can
see from The Mark scheme for fancy
transitions or graphs or you know images
and all that kind of stuff keep it
really really simple it's what you write
and type that matters uh not how the
slides move around don't waste time
creating transitions it just gets in the
way I
think uh
excellent uh let's have a look see what
else we got here oh Johnny's back
welcome back Johnny let's let's stick
your question on here oh it's yeah
okay I think you're making a point here
about one of the issues isn't
it um yeah employees in maybe think
they're being replaced in the future if
they don't adapt yeah I it's interesting
wasn't it and that's that's the balance
isn't it that's the balance with this
which in this case pushing modern
technology through into the stores
either the existing stores or the new
Doors by definition it's going to create
some resistance to change that's that's
the nature of culture people get used to
doing things the way things are done
around here and uh yeah there could well
be a feeling that you know if you don't
get involved in this it's it's game over
down the line and indeed under Alysa it
might be it might be might it hopefully
not so I think you get the idea now
tomorrow night we're going to go through
a little bit of you stuff around
structure on the report and we'll go
through some structure on the
presentation and a a bit of stuff about
speaking notes and also have a Q&A on on
unit 6 in general but hopefully that's a
useful thing I think the key point there
on recommendations
is pick
two three if you can four and five don't
need them develop them fully in context
and make sure that uh you link to the
aims but also really importantly you
show some balance so I think that
balance slide in the presentation for
each of those issues or ways is really
important really really important
there we go we are done now we have a uh
one more one more session don't we for
unit 6 tomorrow night we'll go through
report structure presentation structure
and we'll also leave a bit of time for
anyone to ask any questions about unit 6
maybe some stuff that we've covered in
previous sessions as always hopefully
you found it useful if you have give us
a a thumbs up on the like button on
YouTube to help um S Help the algorithm
suggest this session to other unit six
students getting ready for the
exam um looking forward to tomorrow
night chance for you to ask some
questions if you get chance uh and
you've not yet caught the first two
sessions plus this one obviously they're
available on on recording as well so
you've got a chance to catch up and I'll
try to make sure that the link to the
case is in the description for all of
the videos if you get a chance uh to uh
to look at that and refresh your memory
of it before tomorrow night's session
anyway all the best crew thanks for
joining us live great to see you I'll
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