The real story behind John Lennon’s UFO encounter

The Space Race led to increased questions as to whether there was life on other planets. This greater curiosity resulted in people regularly seeing unidentified flying objects. One of the most famous UFO sightings during this period was by John Lennon. who claimed he saw one on Aug. 23, 1974.

Dangerous Minds reprints a conversation he had with Andy Warhol’s Interview magazine where Lennon described what happened. “I was lying naked on my bed, when I had this urge,” he said. “So I went to the window, just dreaming around in my usual poetic frame of mind. … There, as I turned my head, hovering over the next building, no more than 100 feet away was this thing with ordinary electric light bulbs flashing on and off round the bottom, one non-blinking red light on top.”

Although this was during his “Lost Weekend,” Lennon swore that he was “very straight” at the time. He called out to May Pang, his girlfriend during the period of separation from Yoko Ono, to confirm what he was seeing. “As I walked out onto the terrace,” she said, “my eye caught this large, circular object coming towards us. It was shaped like a flattened cone, and on top was a large, brilliant red light, not pulsating as on any of the aircraft we’d see heading for a landing at Newark Airport. … When it came a little closer, we could make out a row or circle of white lights that ran around the entire rim of the craft – these were also flashing on and off. There were so many of these lights that it was dazzling to the mind.”

Thanks to “The Lost History Channel TKTC” for letting me use their video. Here is the link to their original video:

Ticker and Orange (YT Audio Library)

Narrated by BuzWeaver:


The Mentality of a Great Graphic Designer


What does this mean? Well, unless you are the design superman, who you are probably not, else you would not be reading this article, there is always going to be a graphic designer that is better, more original or simply a better business man than you are. You should acknowledge these people and learn from them. Analyze their work, their thought process and how they present themselves online.

We are lucky we work in a business that is largely based on the internet, so we have pretty much unlimited learning resources. Join design communities such as Dribbble, Behance and DeviantArt. Not only are they good for viewing and posting projects, they also give you ability to meet new people, possibly even friends. Swallow your pride, acknowledge other designers and grow with their help.


This is probably one of the most important qualities a designer should have. Plan your days, do not just wake up at 11AM and waste half of your day doing meaningless things. Be productive! It is really easy to get lost on the internet. Spend countless hours just browsing around, finding interesting things and allowing time to slowly drain away. I am not saying you need to work from 7AM to 9PM, far from it. We all need time to relax. I am talking about spending time on ridiculous things that are a distraction and help nobody.

I like to plan my day or maybe even a few days ahead each Sunday evening before going to bed. Set your goals for the week and think how you are going to achieve those goals. I am not saying you need to be a workaholic and spend your whole day in Photoshop or Illustrator, this might even have a negative effect. Learn how to manage your time and your work will improve from it as well.


This topic is easily explained in a few simple examples.

1. You just made an awesome logo design for a client. You present the logo to the client and he wants you to do some changes. But these changes will make your logo far worse and at that point you realize, that the client has no taste at all and is going to ruin your work.

Solution: First things first, try to reason with the client, use valid arguments. Make him realize your profession is being a graphic designer and you have studied and worked hard for years to get to this level.

2. You are working on a website for a client, but he wants to be constantly involved in the process and is making you do one million changes, all of them which you are doing free of charge. The website is taking longer than expected and your price was not set properly for such a project.

Solution: Explain the client your situation and try to reason with them. Either explain to the client so much changes will cost extra, or give them a limited number of changes you are willing to do. Keep in mind, this is also partially your own fault, because you did not explain the work process in the initial meeting, else this would not happen.

How to prevent all these problems before they even happen? Most of these problems can be prevented during the first meeting with the client. Explain your work process, the potential extra costs and what is included in your work. Think of every possible scenario and prevent it, before it can happen. If you think the client is nothing but trouble you always have the option to decline the work. Choose the work you want to do, it is better to do less work and more quality, than more work less quality. Trust me it pays off in the long run.


Designing in your little corner for days and feeling burnt out? Take the day off and relax. But you think you can’t, because you have a lot of work to do and can’t afford to lose a day. WRONG! Designing things in a tired state is never a good thing. Your work suffers, your body suffers, your speed suffers and the finished product can never be as good. Be sure to tackle each project in a relaxed state with 100% of everything you got.

Remember each project you finish is a reflection of your skills and abilities. Future clients will take these projects into account and base their decision on it. One day is nothing compared to having a portfolio full of projects you can be proud of and you know you gave them everything you have to offer.


I would like to start of this topic with a simple quote by Stephen Richards:

“If you do not have persistence then no amount of education, talent or genius can make up for it”.

I have a diploma, I know everything there is to know. Yeah, right. No matter what education you have, you will never stop learning and you will never stop improving. It is just the nature of this business and why we love it. It is changing and developing so fast, everyone needs to be on their toes and keep up with their education.

So what can I do to educate myself further?

Read articles, join design communities, attend technology events, have chats with other designers… If you do some of these on a daily basis, you will automatically be kept in the loop.

The other thing is persistence. In order to be a successful graphic designer you really need to be hungry for it. Seeing design as a chore and not a passion is a recipe for failure. Sure we all have projects we are not crazy about working on, but as long as you still love what you do, you should have no trouble in being persistent and pushing through all the problems you encounter on your way.

Source by Timi Kokol

Image Manipulation – A Brief Look at The Shadow Making Technique

Adobe Photoshop CS6 software provides a wide variety of functions and tools. When used properly these can be used to create the most amazing images and effects. Nowadays the extent of image manipulation capabilities has moved far beyond the time of simply removing people or adding people to images, its possibilities are now somewhat limitless. With technical Photoshop know how and a smidge of ingenuity and creativity you can now create whatever your heart desires.

To begin with, the simplest manipulation technique that one could use is shadow making. Shadow making is simply adding or removing a shadow from an object. Although at a glance this may seem an easy task, just adding a shadow to the object in front of you. Don’t be fooled, there is actually a science behind adding and removing shadows and the effect that is created. Without a shadow, there is no visual clue as to the scale and position of the object. The shadow also serves to anchor the object to its surface. Thus creating an impact on how we perceive the image.

By changing the length, direction and depth of the image, we can control how the brain interprets the image. For example adding a short narrow shadow would suggest that is midday, or leaving a space between the object and the shadow to create a levitating effect. Shadows also dictate the lighting in an image. Adding a shadow to facial features also create very important effects. The shadows on a face or an object are important as they give more information about the form and three-dimensional construction. If a face is illuminated by a hard-point source of light, the shadows will be clear. These shadows help to describe the structure and contours of the face more clearly than diffuse light. The direction of light is key to placing the shadow. Everything that faces the light source is bright and everything facing against the light is dark. When applying these laws to facial features you have to be careful, as a cast shadow is usually more elongated then the object itself, so to get the degree of realism that you want placing the right sized and shaped shadow is key.

All in all shadows can be used to serve many purposes, from dictating the height, depth and location of an object in an image to the lighting, brightness and level of contrast that the shadow provides. So what seemed easy at first actually turns out to be a slightly more complicated technique then one might think.

Source by Emily Brown




— 安迪•沃荷 Andy Warhol


Maintaining People Places & Retaining Staff

It should go without saying that there is no better way to maintain a carefully created People Place than to hang on to your existing loyal producers. Unfortunately, not nearly enough emphasis is applied in this area. Begin by taking note of who these employees are.

Retain Proven Performers

Utilize your existing personnel resources – be aware of the experience, skills and ambitions of current employees. Get out and be visible among your staff – they are your most valuable resource.

One of the leading causes of discontent is poor placement, the consequences of which are felt at all levels. Unfortunately, all too often these days, any available body is thrown at a position or a set of responsibilities and it’s called a done deal. There’s no better way for an employer to shoot himself in the foot, taking down an otherwise productive staff member with him.

If there are no openings available to rectify an existing misplacement, consider expanding the current responsibilities of valued staff members to maximize their valuable experience. Make the most of their know-how in other ways in your organization, such as implementing a mentoring program and offering the challenge to your trusted employees who have “topped out.”

Perhaps these staff members would be interested in forming a team of administrative interviewers, or in developing and executing an administrative orientation program. The possibilities are endless.

Perhaps there is a lateral move to a position that would better fit expanding skills, experience and changing interests. Go to great lengths to utilize your existing resources. It is always the less expensive, more efficient route.

Don’t underestimate the power of simple recognition in retaining valuable staff. You may not have the wherewithal or the mechanism in place to reward staff members in a tangible way, but that should not keep you from establishing a program to single them out with a “pat on the back.” A small gift at the next company function, a monthly recognition luncheon, a name in the employee news or on the bulletin board are simple and cost effective, but nonetheless expressions of appreciation.

Know Your Leaders From your Managers

There is perhaps no concept more important than this. Loyal employees can be forgiving of much, but misapplication in this area is often the straw that breaks the proverbial camel’s back. Much of the rest will be naturally addressed by one who knows the fundamental difference between these two concepts.

The rule of thumb here is:

Manage processes and procedures – lead, guide & teach people.

If you are experiencing problems, determine whether you and your leadership staff are confusing these two areas. While an effective management team will often need to be engaged in both, they are not interchangeable, and like oil and water, they don’t mix.

It really is that simple, not necessarily easy, but definitely simple. It’s no surprise that people respond to the human approach and there’s little in management of humanity. By nature of the definition, leaders are out in front, rarely expecting of their followers what they have not first paved the way for. Occasionally leaders are bringing up the rear, but then only to protect the rear flank.

The mature leader possesses leadership sophistication, a ripeness of attitude, in relating to any given situation, that each member of the leadership team has gained as a result of experience. There is openness and a willingness to continue the personal growth process.

Interpersonal skills are of paramount importance. Leadership must be non-discriminatory, developing solid working relationships across all levels. This may appear to be blatantly obvious, but sadly is all too often overlooked in the name of accelerated organizational progress. Both leaders and managers must be willing to facilitate conflict resolution, as well as to confront issues surrounding relations between teams, departments and organizational levels.

An effective leader has a sincere concern for the success of those he leads, treating staff members as individuals, giving credit, taking pleasure in making people look good. A great leader keeps the objective as simple as possible, always promoting understanding, always acting as a role model, and standing out of the way, not interfacing unnecessarily, so staff can get on with their work.

An effective leader will make the difference between a successful administration and a failure. The most brilliant processes, designed and directed by the most able managers will fall flat at some point if the leadership is not right. It is not necessary to prioritize purpose over people, or vice versa. If leadership has done its homework, everyone in the organization will arrive at the vision simultaneously.

Source by Karin Syren

David Bowie – Friars – Aylesbury 1971 [FULL]

25th September
Song list:
0:00 Intro
2:13 Fill Your Heart
5:59 Buzz The Fuzz
9:09 Space Oddity
15:05 Amsterdam
21:19 The Supermen
25:24 Oh! You Pretty Things
28:37 Eight Line Poem
32:14 Changes
36:32 Song For Bob Dylan
41:47 Andy Warhol
45:31 Queen Bitch
48:46 Looking For A Friend
52:17 Around And Around