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Actually, I’d say there are two cardinal “sins” that genuine online daters can commit: 1. Using (highly) misleading photos, and 2. Asking or agreeing to meet up for the first time IN PRIVATE. Oh, and not being honest about what you’re looking for, same as IRL, so 3 sins.This is, of course, over and above the dedicated fakers with their completely fake profile and photos, the psychos hunting for their next victim, and the narcissists and cheaters who are already in an exclusive and meaningful relationship (or so their “partner” thinks) yet profile themselves as “single and looking for that special someone” to share their “wonderful life” with.-I’m assuming that the questioner here is asking about online dating “etiquette”.Online dating safety, physical, mental, and emotional, would take up several pages of describing what the Red Flags are, how to deal with them, what info to not give away straight off, etc. Having said that, in recounting some examples from my own online dating history, it’s been unavoidable to mention a few tips about thisI always found online dating to be, if anything, safer than normal dating, for the simple reason that I found it easier to ask more details about someone online straight off than I could In Real Life - if you meet someone IRL, it often takes several meets to find out their address, background, family details, address, and so on, whilst online, it was always acceptable (if not expected) to ask those things immediately. I didn’t have to wait until date 2, 3, whenever, to find out if he still had a good relationship with his parents, etc, or to find out where he lived, what he did for a living, what his favourite books, films, TV programmes were, hobbies, view-points, politics, relationship history, hopes and fears, all those details that don’t seem to be acceptable to ask in real life dates straight off without looking like a psycho yourself! (Hi, please fill in this questionnaire I’ve prepared for you…)I also found that it was super-easy to spot a liar, because when I asked a question that they couldn’t easily answer, there would be a sudden change in their typing flow while they were trying to think of the best, most convincing way to answer it that didn’t contradict previous conversations. I imagine it’s a minefield if you’re lying to several different people simultaneously, hard to remember who you’ve told what. Anyway, the change in speed of reply was very noticeable. Sometimes several attempted answers would be deleted. I’m lucky enough to have a good memory, so if they’d previously referred to being an only child, for example, then referenced siblings in another chat, I’d notice and dig a bit deeper. They usually vanished after being called out.I also would ask my online chatters to share social photos, so photos where they were with friends or family. Anyone who can only offer one single photo of themselves on their own is usually using someone else’s picture and doesn’t want to be seen as themselves. (We didn’t have Reverse Image Search back in the late 90’s, early 2000’s, nor FB or Instagram, there really wasn’t vet much social media at all then, so you had to use your own judgement.)I also learned to ask for full length shots as well as pics that only showed their heads, because one guy I met up with had this disproportionately massive head atop a really skinny, scrawny little shoulder-less body. Seriously, his head was almost as wide as his shoulders! He looked like a lion’s head on a cocktail stick!I’d also recommend speaking with them on the phone, or facetime or Skype. You can tell a lot about someone from their voice, and even more from their conversation. And it probably would have stopped me from having to endure a terrible dinner out at a lovely Soho restaurant, during which the guy kept his voice at the same high volume. It was fine when we met at the tube and walked down busy streets to the restaurant. It was sort of ok that he didn’t modulate his voice once we were inside, because we were the first diners in there. It was really NOT at all ok when he continued to use his outside voice when another couple came in. Or when a 3rd couple came in. Or even when the restaurant was full. It wasn’t just an outside voice: it was an outdoors, up a mountain in a howling gale sort of outside voice. (He said he worked in P.R and marketing for F1 racing, and made great money. I’d already told him, very clearly, that I was skint and if we went out, it would be him paying. When the bill came, he made a big show of how much more expensive it was than he thought it would be. A really big show. Inspected it, did a few double-takes, invited me to look at it in case he was misreading the total, scratching his head, sighing, all that. I laughed, told him he’d best get the rubber gloves on and offer to do the washing up, then, and left )I was “got” online by what I now realise was (still is, I expect, even though this was nearly 20 years ago) a raging narcissist. He love-bombed me on email and online messaging. I remember he said, “The paradigms by which we live do not encompass days like these.” I was so in love I nearly burst. I flew to L.A to meet him (and yet I paid for my own flight even though I was a struggling actress and he said he had this glamorous and highly paid job), he visited me in London a couple of times, I met him at his cottage in Wales, all within a couple of months, before he asked me to marry him then immediately ghosted me. I often think that if I’d spoken to him on the phone before agreeing to meet him face to face, I would have twigged that something was off. (Yes, of course he came back, arrived more or less unexpectedly on my doorstep in London, all the way from L.A, and according to him, he was SO sorry for what he’d done that he’d moved heaven and earth to come and see me and make things right again - long story short, he’d posted a new dating profile, looking for his special someone, just a couple of hours before he got on the plane to come and put things right with me!) He was hugely convincing in email and chat.My current partner and I have been together for over 8 years, and we met online. We clicked with each other on email and chat, then he said something that resonated so much with me that I asked him to phone me at a particular time, thinking we’d be talking for perhaps an hour at most. He rang at the appointed time, and we didn’t get off the phone until 12 hours later, no awkward pauses, no avoiding questions, a big conversation about life, the universe, and everything. I’m known to be chatty, but I don’t think even I have ever talked for 12 hours straight! It was remarkable.We then agreed to meet, and for once, experienced in online dating though I was, I still felt comfortable enough to not stick to my own advice about always meeting in public, and went to his house to meet him for the first time. Not something I’d normally have done, and I still put safeguarding measures in place just in case, but all was fine. He moved in nearly 18 months later, and we’re still going strong.

It’s long. Sorry. I also had some thoughts on the topic in my earlier post: Alex Rogachevsky's answer to Where did programming job market go?When I came to the US in 1996, I was impressed with the system. Not with one particular aspect like recruiting. I was immensely impressed with the system as a whole - the safe and fair environment, that allowed smart people to compete and grow. It backed the middle class pursuit of happiness. One could go to college, study hard, and be rewarded for that effort and all inventions he/she made on the job, rising through the ranks as fast, as he/she deserved.Compared to no system - the “Wild West” of post-Soviet 1991–1997 Russia with no job market at all. You were at the mercy of some distant friend/relative, who got lucky by knowing another distant acquaintance, and so on, and so forth, ultimately connected to someone who did a favor to a mafia lieutenant or even the boss owning the former state property: a plant/factory or mining/drilling facility; or the newly formed channels to exchange goods/services e.g. grains for diesel - paid through obscure offshore transactions to avoid 99% taxation - like it was an arms or drug trade. That’s how “robust” that “economy” was. Just putting things in perspective.I was able to find a programmer job even in those conditions: w/o a resume, recruiters, or even Internet, that did not exist in 1992. No Dice or Monster. It was the ads page in the local newspaper. Mind you, no “help wanted” ads at all - for the entire two-million city. Just a modest ad of the company that offered software development. One of the three in the “oblast” (loosely comparable to a US county), as I found out later. Hey, I thought, if they have “software” in their title, they probably do programming instead of the usual under the table sugar/coal exchange. Indeed they developed banking software. I called them, asked for an internship (what they had to lose?), met the founder/CEO, and after a fascinating three-hour conversation about the technology and economy, got the job.Whether it was the exact opposite effect of the Soviet propaganda or upbeat 90s yuppie movies, where everyone lived in a 3000 sq.ft. house and drove a 3-series convertible, I was idealistic about the middle class’ place in the Western Civilization. I wanted to embrace the American way of life, work hard, and get my own house and a Bimmer. I came here and I did. The system worked in 1996. No connections, no MIT or CalTech credentials, no American job experience. Just my brain. It was in demand. Recruiters helped me sell it. A couple of years before the dot-com boom.Sure, I started low. Everyone is optimistic until he/she reaches the career cap. Which I did after my first two years in the US; And still was happy, enjoying a nice six-figure middle class income.The dot-com and Y2K rushes came, turning half of the cosmetics counter clerks and real estate agents into Oracle DBAs and COBOL programmers. Another half became technical recruiters. Then the “outsourcing” happened, followed by the invasion of Indian “bodyshops”. They may not accurately represent the recruiter population. There could be just a few generating the enormous amount of spam. But that’s 99% of recruiter emails I get - long after deactivating my Dice and LinkedIn job seeker profiles.During the darkest times of 2002, seeing millions of IT jobs shipping to India and trying to cope with the longest unemployment in my life (two months), I got serious about the job search. I know how stupid it sounds to any career coach. Being a “good boy” who still believed in the system, and approaching the problem like an engineer, I wrote a crawler and unleashed it on Dice, Monster, and CareerBuilder to fish for the employer and recruiter contact info. I know, I could have founded something like Indeed. Read above on being a “good boy”.The collected data - on any posted tech position, not just my (Java) specialty, gave me the insight into the employer/recruiter ratio. No revelations there - the very few direct job posters were the cheapest of the cheap, most dysfunctional “midsize” software sweatshops one can find. Recruiters came out on top. They were still the “good guys”. I automatically filtered out Indian agencies. Not telling you how to keep the topic politically correct. I don’t work with them - the matter of principle.Overall I collected and diligently catalogued 300+ local (Southern California) recruiters and about 40 employers. Sent my resume to all of them - not manually of course. Hey, eye… I mean spam for a spam. The typical commotion ensued and I was able to get a five-figure job. I never went through the same data collection effort again, but I do count and classify my emails. That 300, half of which no longer exists, got crushed by thousands of Indian firms, operating somewhere in New Jersey, if not directly from India. They don’t even bother to route their calls through American phone numbers anymore. What’d you expect? The volume won.I don’t work with Indian recruiters, so I won’t bash them too hard. The most entertaining case I had a few months ago - “working” with one against my will, was learning about my resume (I wonder which one) submitted to the “direct client” after several emails to reach me. The last email asked me about the best time to interview - with the “client” who liked my resume. I immediately agreed - to find out what’s going on. The “client” turned out to be another, though reputable middleman - a local solution provider, whose CIO I knew personally. It was fun.The “legit” American recruiters? Even ignoring their direct collaboration with “bodyshops”, they absorbed all of the shady third-world practices. And honestly… look up the LinkedIn profile of someone just called you: proudly showing all recruiter’s prior occupations. Granted, some of those girls are stunning, but still… They’ll probably remove their work history from LinkedIn after reading this. BTW I dated one of them. She told me everything about her job: call and email quotas.It is not about eliminating the middleman. Many people prudently buy used cars from private sellers rather than dealers, and sell their houses w/o real estate agents. But those two are still sufficiently skilled to sell their products. Can you say the same about a recruiter? A personal trainer trusted with evaluating PhDs on technologies he/she doesn’t have a slightest clue about?Sure, those are just minimum wage “sourcers” to collect the “years of experience” and pass your resume to the next hoop: the “account manager”. I won’t speak on the expertise of the latter. The two-tier arrangement alone shows who six-figure professionals are to recruiters - cattle. So how Americans are different from the third-world cattle “wholesalers”?I don’t want to write 20 pages on recruiting atrocities I’ve witnessed over my 20 years in American IT. I’ll give you the top two: altering resumes and the first wave of toxic jobs they hit you with upon announcing your availability.Don’t engage in filling/answering the “years of experience” questionnaire for a recruiter. Politely state that you intend to write your own cover letter passed to the employer as is. You write, and the recruiter reviews it - not the opposite. It helps to have someone else proof-read your letter.The resume is even more important. Ask here, solicit family and friends’ advice, diligently tweak it for every position you apply, but don’t ever let the recruiter “improve” you resume. Not a single character. Ask for the feedback: what to remove: your contact info - sure, no one can find you on LinkedIn, and what to add: their logo/motto, presenting you as a long-term employee of their well-established “engineering company”.It is astounding how similar bodyshop-sourced resumes look. Are they copy/pasted by one person, writing resumes for his/her buddies, who barely speak English? Or it is the centuries-old mentality of obeying the elders, following the path, and protecting you clan? No creativity at all. How they expect to get noticed? I get it. Strength in numbers. Roll the dice, close your eyes and point the finger - you’d pick one of “theirs”. Or don’t pick. I can go through those resumes all day long: cheater, liar, cheater, cheater, wtf - is that a real person, liar, wait a second…I still remember that resume. It was legit. The candidate wasn’t on H1B, he graduated from a reputable American university, had a great job record, and all acronyms checked out as technologies commonly used together in a single project (spotting liars is easy for a “technical” hiring manager). Why his resume was virtually indistinguishable from thousands of “discount resource” ones? Didn’t he know better, than typing several pages of bullet-point lines of acronyms w/o a slightest attempt to explain how two of them were “integrated” and what business problem they solved?Luckily my client also provided me with a Dice account. Lo and behold, the resume looked absolutely normal there. The LinkedIn profile too. I feel really stupid for putting an effort in writing a good resume during my job-seeking/hopping days - only to be reversed by some door to door salesman. Writing your resume to stand out - in the sea of cookie-cutter “discount resource” ones is useless, unless it arrives to the hiring manager’s desk intact.If the recruiter refuses to do that, move on. Don’t take a call from the big recruiting boss who’d try to “manage” you by “explaining how things work”. Move on. The chances are, there are already ten emails in your inbox from other recruiters - all about the same position. And, if you have’t done it first, pick the most unique (typically the stupidest) job description phrase and google it (quoted). You’ll find the direct company posting on its official website. That’s why “smart” recruiters prefer to call rather than reveal the full JD in their email. Not that agreeing on the phone to send your resume over binds you into any exclusivity contract.The recruiting boss calling you to “explain things” will surely tell you, that only they have the keys to kingdom. The HR would block your resume, etc. For whatever reason the hiring manager will not see it. It’s quite scary if they are capable of blocking you through personal connections. If the “wholesale broker” (car, mortgage, etc.) logic applies to jobs by blocking access to the hiring manager - instead of providing something: the lower priced car or low mortgage rate, I can’t explain what is stopping our middle class taxpayer elected government to outlaw such job blocker occupation.I always gave recruiters the benefit of a doubt before engaging in the client discovery war. What other option I had, when they clearly blocked me: soliciting the resume and then disappearing - ignoring calls and emails for a week? Enough time to conclude they are not interested in me? I’ve had a couple cases like that. Sent the employer a nice cover letter explaining who I was and what I could do for them. No mention of the recruiters. Interviewed the next day with the full C-level crew. Got an offer, which I ultimately did not accept, but maintain good relationships with those people. The recruiter’s regional boss backpedaled and desperately tried to establish the connection between the three parties via probing questions.Toxic jobs. If all my startup projects fail, and I for whatever reason burn bridges with my paying clients, and everyone I know in the industry forgets me, so I have to brace myself and announce my availability on Dice again, I’d just chill for the first two weeks. Go to the beach, browse porn sites, and ride my bikes. I will not pick up a single recruiter’s call or read a single email. They always dump toxic jobs on the fresh candidate even if they have good positions to fill. Low-end salesmen will never change.There is only one reason a job can stay unfilled for months. No, it is not the vague recruiter’s “hard to find qualified candidates” excuse. It is the hiring manager’s incompetence, that manifests itself in different ways: requirements vs. pay, bad interview process - letting junior engineers “grill” someone coming in as their supervisor on textbook questions, plain old cronyism/tribalism, but most commonly the complete cluelessness about the project’s state and needs, apparent from the incoherent several-page long list of acronyms never used together, let alone spelled correctly. Don’t go there. There will be no reward for suffering. “Intense” (meaning hostile) interviews never got anyone hired.It is 2016. Good companies/projects/teams don’t hire through third-party recruiters. Whether it is a seemingly reputable software company or mind-blowing startup, something is wrong, if they come to recruiters for help. Low pay w/o equity, investors’ pressure to show how their money are being applied towards the “growth”, bad work environment and high personnel turnover… You don’t want to be there. Because if the project can afford hiring mistakes, it is not a mission-critical one, and can “safely” fail. Which happens at the typical 90% IT failure rate. What it means for you? In 6–18 months you would need to deal with recruiters again. Great for them - they can make money on you again.The recruiters have adapted to their primary customer - stagnating corporate IT with its failure rate. Which means all of them, not just the infamous Indian-ran “bodyshops”, supply bodies for eternally failing projects. No one cares if the best man wins. The selection became statistical. Or through connections. Exactly like it is in the third world, I hoped to never see again after moving to the US in 1996.It hurts companies and teams, that want to succeed and need capable engineers. They can’t find any. Recruiters send them the cheapest “toxic” unemployable candidates first, just like they dump “toxic” jobs on fresh candidates. After that it is just churning mediocrity and shooting darts in the dark. Whatever “touch” recruiters had 15 years ago, they lost it over a decade and a half of supplying bodies to the indiscriminate bottom-feeding IT. 17 Java positions to fill, 20 UI designers to hire, 15 Business Analysts needed tomorrow… typical “requisitions”. How do you think the prospect of being one of those 17, 20, or 15 sounds to an ambitious and capable professional? Instead of being the one. Everyone knows who hires in bulk.It’s the same pain for both the hiring manager and the candidate. Mangers go through thousands of “bodies” hoping to find the right person. Candidates get frustrated with cheap and dysfunctional IT employers and start to think there is no place needing their expertise, where one can make a difference - with the appropriate reward. Who would match them? Boutique recruiting firms specializing in such precise placement? So called “executive” search? Please.The matching process barely worked before annexing India to the American IT labor pool. With fewer candidates the manager had a (faint) chance to evaluate all to find that “best man” to win. Did recruiters care even back then? They make money anyway. In fact, they make more money by placing someone mediocre. First by charging the higher markup, since the billing rate stays the same, while the lower skilled candidate is likely to ask for less. And second, from the turnover: when the manager fires someone not able to do his/her work. Whether at the end of the failed project or after all the efforts to coach the employee, doesn’t matter - definitely past the agreed 90-day “evaluation period” for the recruiter to get its commissions.The recruiting system has always been designed to exploit the desperation of the unemployed instead of “poaching” ambitious professionals ready to move on and grow. Everyone knows about the current demand. There is a matching supply of the highest quality candidates. Obviously employed - stuck in their dysfunctional teams and ready to move on. Everyone dreads announcing their availability on Dice and LinkedIn, risking the relationships with the current employer for absolutely nothing.Sure, recruiters can “reach out” to employed candidates. To offer what? The same BS they offer the unemployed? Everyone I’ve talked to, told me recruiters never offered anything better: money- or environment-wise. I ignored that truth for years. Recruiters don’t help one climb higher. Not even at the start of your career paid close to nothing. They’d always try to coerce you to take a pay cut. It’s a telemarketing job - tricking you into a money-losing decision.A few years ago I interviewed at a “midsize” SaaS company. They found me directly. One red flag after another: outsourced, spaghetti code and nightly server crashes, leadership shakeups… but thankfully ready to change - the perfect opportunity for me to make things right and take the pain away. Interviewed directly with the CTO. Everything was great until I named my price. A couple weeks later they told me they hired someone with more (medical) industry experience. No hard feelings - especially after all the red flags I saw.A year passed. A recruiter, I worked with on the hiring side, called me. They wanted to see me again. He kept stressing the compensation part. I knew what that was about. Nevertheless the curiosity won. I wanted to see how bad it became, help them with advice, and maybe get involved deeper. Maybe that software was indeed critical and they needed to redesign it to finally make it work instead of milking investors. Suspect that’s Obama’s money, but anyway. I’ve been to a few of those medical billing SaaS companies, and to this day I don’t understand what kind of automation/analytics they offer. Doesn’t matter. I could fix whatever they had.The situation was indeed worse. The CTO and the “industry expert” guy spent two hours with me validating their plan for the complete system re-architecture. I sensed the urgency. I knew they wanted me more, than a year ago. So we shook hands and I went to the final conversation - with the CFO. How many technical hires get to talk to the CFO? That should tell you something.The life or death negotiation resulted in nothing. Their best offer came below $10K that I was making at the time. The CFO was noticeably frustrated. The recruiter called me. How dare I to negotiate after “we agreed”? I let him down, as he probably assured them to bring in someone broken and desperate to swallow a $25K pay cut with nothing to make up for: bonuses or equity. And it wasn’t exactly Google to boost someone’s resume.Why they blatantly approached me with that BS? Take a second to absorb what I just described. They found me directly the first time. Then, after a year, they hired a recruiter to bring me in. Why would they offer commissions to place someone they already knew and interviewed? There is only one logical explanation - the recruiter was promised the percentage of my pay cut amount. Keep it in mind next time you hear “Hey, I am on your side. The more you make, the more I make”.As much, as I hate counting money in someone’s pocket, do recruiters deserve their 50%+ markups? I am only talking about the direct American ones. Don’t you hate other price fixing schemes you have to deal with daily? “Middle East conflict” speculations instantly adding $2 to the price of gas, which sloooooowly gets back to normal over the next few weeks.Why the supply and demand rule, brought up by losers envying programmer six-figure income, only works one way: to lower someone’s salary? The IT hiring demand is not event red, it’s white hot right now. Where are the rates and salaries? Absorbed by much higher recruiter markups. Price fixing at its best. They milk you because they can: being closer to the money source - the employer.Don’t accept your place in the food chain and play that game, let alone by the rules. It is obvious, that recruiters are less helpful to experienced professionals. The system has stopped working for everyone in the industry: from interns to 30+ year veterans. Recruiters don’t help you in “good economy”, nor during recessions. Wait a couple of years and see for yourself.It’s easy to tell a job seeker to learn to “network”. As easy, as pointing out, that companies and teams using recruiters, always have problems. Both statements are true. They do little to help connecting qualified job seekers and good employers. “Networking” is a facilitated, yet still a very statistical activity. There needs to be a more straightforward process with predictable results - on par with IT recruiting system, when it worked 20 years ago. The system I was so impressed with upon immigrating to the US. It stopped working and we need something to replace it with. Traditional recruiting will never recover.I am not convinced, that the “academic” competition: hackathons, algorithmic puzzles, Data Science contests, etc. is the future. But there are definitely more channels today to get noticed and hired, than existed 20 years ago, during the golden age of IT recruiting.

The first important task in any sports training is to get as much oxygen to your muscles when needed and to make sure that it’s used as efficiently as possible. This requires full use of your diaphragm so that your lungs are filled on every breath. Abdominal breathing is advantageous during physical as well as mental activities as more energy is made available to the body. You can learn how to use your diaphragm correctly at breathesimple.com. which shows you how to develop natural diaphragmatic breathing, so this is a good place to start.To improve oxygen usage, athletes go to great lengths such as high-altitude training, sleeping in depressurized tents, or strapping on altitude-simulating masks for working out in a low oxygen environment. But there is a simpler and more economical way of getting most of the benefits - train to hold your breath longer. Holding your breath after a normal EXHALE as taught by BreatheSimple, can bring your blood oxygen levels down to about 87 per cent of normal value - equivalent to training at 2,000 metres or 6500 feet.There are a number of studies that support this low cost approach. For example researchers at the University of Thessaly in Greece studied 28 underwater swimmers, half of them undertook 16 weeks of intermittent breath holding training. The trainees, increased their breath hold times from an average of 104 - to 155 seconds which immediately showed in an improvement of 5.1% in lap times above their previous values. Those that reduced their breathing level but without going to a full breath hold only gained half this improvement. Perhaps not surprisingly.Sports performance can also be affected by anxiety. Whether preparing for a critical putt, kicking a field goal as the clock runs out in a tied football game, or serving at break point in a tennis tiebreaker, anxiety can make the difference between winning and losing. In fact there are standard questionnaires such as The Sport Anxiety Scale that assess the specific types of anxiety experienced by athletes before or during competitions. Breathing techniques are known to help in anxiety attacks.A study at Purdue University of undergraduate softball players found that accelerated heart rate, a well-known sign of heightened anxiety, was reduced after five weeks of slow diaphragmatic breath training. Practicing slow, deep breathing is one way to control the autonomic response to anxiety. 75% of participants saw their average low heart rate decrease, while 50% saw their average high heart rate decrease too.In addition to heart rate, heart rate variability is also a strong indicator of anxiety – the lower the value, generally the more anxious you are. You can learn more about this again at the breathesimple web-site. Training to slow your breathing down to around 6 breaths a minute, the so-called coherent range, maximizes HRV and improves the ability to calm down when anxious. To test this theory a team at Rutgers University in New Jersey, trained a young golfer who suffered from anxiety to breathe at exactly 6 breaths a minute during 10 training sessions. The result - the golfer achieved his personal record, dropping his score by 15 shots below his best in the previous season. Similar training has shown to improve reaction times in basketball players.HRV tracking is also used to optimize training regimens and to detect over training. A study at Semmelweis University in Budapest, Hungary compared HRV values between 138 elite athletes and 100 fit adults. Average HRV’s were 72 and 51 msec respectively. Verve Research in Finland goes a step further using daily tracking of HRV to plan endurance training. A drop in HRV prompts a lower-intensity training stimulus, until HRV stabilizes. A sudden larger unexpected drop in HRV indicates over-training, a rather problem in high endurance training. There are a number of studies from as far apart as Beijing, Moscow, and Besancon, in France that show adequate recovery times from over-training are related to the relative size of the drop in HRV.Finally, sleep time and quality have a direct impact on sports performance. One study tracked the Stanford University basketball team for several months. Players added an average of almost 2 hours of sleep a night. The results? Players increased their speed by 5%. Their free throws were 9% more accurate. They had faster reflexes and felt happier.A second study of 12 members of the college varsity tennis team at the University of Washington investigated the effects of sleep extension on serving accuracy. Following a week of an extra 2 hours of sleep each night the accuracy of serves improved significantly by 17%.And of course, greater alertness in many sports reduces serious accidents.You can use the BreatheSimple app developed by my team of researchers to improve diaphragmatic breathing and breath holding times. The HRV monitor will help plan endurance training and monitor over training alerts and recovery times. If you are anxious when competing, then practice relaxed breathing and try to reach 6 breaths a minute to calm down before that place kick or putt on the 18th green. And get a good 8 or more hours of quality sleep to keep your performance in great shape.So there is a lot to do to help sports training and good research to support the claims. If you found this useful please upvote/share this answer to others can benefit too.