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From YouTube: Special City Council Meeting 10/4/2017
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C
To
say,
madam
mayor
members
of
the
public
Oliver
Wilson
had
a
family
issue
come
up
this
evening,
who
wasn't
able
to
join
us
and
aldermen
Fiskars
ill-ass
indicates
she
will
be
watching
on
television
and
she
made
texts
in
questions
and
comments.
So
she
does
man,
mail
for
Town
Hall,
get
your
attention
to
keep
its
mayor.
A
C
A
D
So
you
know
I've
spoken
at
a
couple
of
previous
meetings,
asking
a
set
of
question
about
the
painting
case
and
and
I've
read
in
the
most
recent
issue
of
the
round
table
that
there
had
been
a
regret
sent
by
the
city
manager
and
the
police
chief,
which
is
a
great
start
sentiments,
and
it's
a
great
start
to
learn
about
that.
But
I
still
have
lots
and
lots
of
unanswered
questions
and
I
know
that
usually
there
isn't
a
chance
for
you
to
respond,
but
I'm
one
of
the
hats.
Many
hats
that
I
wear
a
design.
D
E
D
Could
put
something
in
writing,
for
the
public
is
please:
why
did
this
review
process
go
through
all
of
the
stages?
It
did.
You
know
the
the
o-p-s,
the
police,
Jeep,
the
sepia,
the
CPA
committee
and
then
back
to
the
human
human
services
committee
like
what
was
that
cycle
about?
Why
did
it
go
through
all
those
stages?
What
was
done
in
each
stage?
Nearly
what's
going
on
white
like
useless
I.
A
D
E
C
Issue
the
beatty
case
will
come
back
to
the
Human
Services
Committee
at
its
next
meeting
on
November
the
6th.
So
at
that
time
the
chief
will
make
the
presentation
and
I
think
will
answer
many
of
the
issues
that
you've
raised.
All
the
Fleming
asked
specifically
that
the
questions
you
raised
be
responded
to
by
the
chief,
and
so
that
will
happens
well
on
to
six.
D
C
D
D
D
A
G
Thank
you
good
evening,
members
of
City,
Council
city
manager,
Bob,
quits
and
city
clerk,
read
so,
yes,
I
will
introduce
our
speakers.
So
let
me
tell
you
a
little
bit.
What
we'd
like
to
do
is
is
are
going
to
introduce
them,
but
then
I'm
going
to
give
an
introduction
to
our
topic
tonight
before
turning
it
over
to
them.
We
hope
that
this
will
be.
G
Vice-Chancellor
for
admissions
at
IU,
Fort
Wayne
ken,
has
done
a
significant
amount
of
work
with
universities,
but
also
with
presidents
Congress
men
around
the
issues
of
equity,
inclusion
and
diversity
throughout
his
career,
and
then
the
lady
with
him
is
dr.,
Chrissy
Krieger,
who
is
has
done
her.
Her
graduate
work,
her
PhD
around
special
issues
of
emotional
intelligence,
self-awareness
and
human
development.
They
both
have
worked
with
University
committees
to
build
inclusive
communities.
G
How
do
we
get
students
from
across
the
spectrum
not
only
onto
the
campus,
but
how
do
we
get
them
integrated
into
the
setting
where
they
can
have
full
access
and
the
greatest
amount
of
resources
for
student
success?
They
also
work
with
faculty
on
the
other
side,
to
make
sure
that
faculty
have
the
adequate
training
and
support
that
they
need
not
only
be
integrated
into
the
campus,
but
to
be
supportive
of
students
who
come
from
a
multitude
of
backgrounds.
G
I
am
gonna
start
with
a
couple
of
definitions
so
that
we
understand
we'd.
Like
said,
we
have
a
common
understanding
of
where,
where
we
are
going,
and
so
the
first
definition
I
wanna
give
is
diversity,
as
you
can
see,
I
mean
I.
Think
we.
When
we
talk
about
diversity,
we
often
get
to
the
issue
of
race,
but
diversity
is
much
more
broad
than
that
dividing
and
it
goes
beyond
even
protected
classes,
and
we
have
a
diversity
of
people
in
the
room.
Some
of
us
wear
glasses,
some
of
us.
G
G
We
have
always
attacked
the
issue
of
diversity,
which
has
resulted
in
lots
of
band-aid
programs,
but
doesn't
allow
us
to
get
to
the
root
of
the
problem.
So
diversity
is
what
we
want.
We
want
to
increase
our
enhance
our
diversity,
but
equity
is
what
is
what
our
goal
is.
So
the
other
piece
is
looking
at
quality,
and
so
quite
equality
is
the
state
of
being
equal.
Everybody
starts
with
a
pen
and
everybody
has
the
same
training
up
until
they
receive
their
pen,
and
so
now
that
would
be
ready
to
take
the
test.
G
Everybody
is
on
equal
footing.
That
is
ideal.
That
would
be
wonderful,
but
that's
not
the
reality
that
we
live
in,
and
so
then
we
turn
to
it:
equity,
which
is
the
fair
treatment.
It's
a
fair
treatment,
access,
inclusion,
opportunity,
investment
for
all
residents,
we're
talking
instead
we're
talking
about
residents
and
and
staff
as
well,
and
so
in
order
to
reach
us
in
the
diagram
here.
What
you
see
is
this
is
equality,
everybody
gets
a
box,
and
so
but
look
what
happens
when
everybody
gets
a
box.
G
This
is
what
we
are
striving
for
in
our
city
services,
how
we
provide
services
to
our
residents
and
in
how
we
provide
high
right
programming
budgeting
is
we
want
to
be
working
from
an
equity
framework
that
we
want
to
give
people
what
they
need
to
get
to
where
they're
going.
So
in
order
to
achieve
equity,
we
have
to
identify
and
prevent
and
eliminate
barriers.
This
is
important
understanding
the
work
of
this
office
as
we're.
We
get
lots
of
people
who
want
us
to
fix
the
diversity
issue.
It's
a
for
us
to
help.
G
The
community
understand
that
our
goal
in
achieving
equity,
the
equity
that
we
are
attempting
to
achieve
is
in
our
in
our
programs,
our
policies
and
our
procedures,
so
that
residents
will
have
equal
access
and
to
improve
equity.
We
have
to
increase
justice
right,
and
so
that
means
that
when,
when
we,
when
we
recognize
that
a
situation
is
inequitable,
then
we
have
to
think
about
what
can
we
do
to
make
that
situation
equitable?
As
you
could
see,
can
you
go
back
to
that
last?
G
Make
sure
if
you
look
at
this
picture,
this
is
not
the
answer
right
and
but
but
if
you,
but
this
gentleman
now
is
without
a
box,
some
would
perceive
that
and
something's
been
taken
from
him,
and
so
that's
the
battle
of
trying
to
achieve
equity
is
often
times.
People
feel
like
they're,
losing
something
thank
you,
and
so
that's
where
we're
gonna
start.
G
Even
though
the
next
one
cut
equity,
it
invites
all
people
to
be
active
if
I
know
that
I
can
con
the
room
and
I
can
sit
at
the
table,
like
everybody
else,
I'm
more
likely
to
come
back
again,
and
so
it's
a
process
that
that
builds
inclusivity
in
a
sense
of
intensity
and
so
going
back
to
diversity.
We
want
diversity,
we
want
to
increase
diversity,
we
want
to
celebrate
diversity,
but
that
diversity
will
only
be
sustained
if
we
are
an
equitable
community.
Any
questions,
okay,.
G
Then
the
empowerment
piece
empowerment
comes
not
because
it
will
so
it's
the
authority
or
power
given
to
someone.
We
don't
like
that
language,
but
the
reality
is
it
is
given
to
us,
and
sometimes
we
can.
We
can
take
advantage
of
what's
there
right,
but
in
order
for
me
to
to
earn
a
college
degree,
somebody
had
to
give
me
access
to
the
school
and
once
I
get
access.
What
I
do
with
that
exit
access,
I'm
empowered
by
that.
G
So
our
job
as
the
city
is
to
help
recognize
where
people
need
want
to
be
empowered,
and
then
we
open
those
avenues
or
doors
so
that
they
have
a
desire
to
become
a
part
of
our
community.
Once
we
begin
to
build
that
that
community
people
become
they
become
stronger
and
more
confident.
The
woman
who
made
her
public
comment
tonight
said
I'm
new
to
this,
so
I
don't
know
exactly
how
all
of
this
works,
but
she's
been
empowered
to
show
up.
G
She
asked
her
questions,
hopefully
got
a
response
that
will
allow
her
to
come
back
and
now
become
more
and
more
engaged
in
our
inclusive
community.
So
that's
what
we're
going
for
the
challenges
of
this
model
is
number
one.
When
we
deal
with
issues
of
diversity,
those
are
really
quick.
Fixes
diversity
work
there.
There
are
a
lot
of
quick
fixes,
but
that's
because
we're
simply
putting
a
bandaid
on
them.
I
think
you've
probably
heard
me
say:
we
have
hungry
people
giving
over
block
of
cheese.
G
We
get
a
local
grocery
store
to
donate
cheese,
we
hand
it
out
and
we
all
go
home
and
say
yay
we
fixed
it
that
that
kind
of
work
with
equity
is
not
the
work
we
want
to
do.
There
are
plenty
of
people
out
there
who
can
serve
and
meet
those
needs.
Our
job
through
the
empowerment
office
and
as
a
city,
is
to
dig
out
the
root
causes
that
created
that
need
and
then
to
address
those
so
that
people
don't
have
to
depend
on
us,
but
rather
they're
a
part
of
the
decision-making
processes
so
oftentimes.
G
G
Bet
they
would
come
if
we
had
a
wider
elevator
and
we
go
build
a
bigger
elevator.
They
don't
come
and
we
don't.
We
wonder
why
it's
because
we
have
spoken
for
them
without
figuring
out
what
they
need.
The
second
is:
if
they
do
come,
if
people
come
and
they're
underrepresented,
they
oftentimes
don't
feel
like
they
can
find
voice.
They
don't
have
I'm
uncomfortable
speaking,
I'm
shy
whatever
that
is,
then
they're
underrepresented
and
may
not
come
back
and
then,
along
with
on
her
voices,
we're
often
we
often
speak
for
people
for
other
people
right.
G
We
we
often
speak
for
other
people,
I,
don't
know
if
you've
ever
been
in
a
situation
where
someone
in
a
wheelchair
has
entered
into
the
room
and
we
begin
to
move
chairs
for
them
or
ask
them
what
they're
needed
as
opposed
to
letting
them
tell
us
what
their
need
is.
So
how
do
we
keep
our
residents
engaged,
especially
those
who
are
very
outspoken,
those
who
are
already
engaged?
G
How
do
we
keep
them
engaged
while
encouraging
them
to
allow
others
to
surface
and
come
to
and
come
and
speak
for
themselves
and
then,
lastly,
we're
challenged
by
policies?
Laws,
ordinances
that
limit
participation
and
there
are
all
kinds
of
policy
nortis
out
there
that
are
on
the
books,
that
limit
participation,
and
so
our
job
is
to
root
those
out
it
to
seek
those
out
and
finally,
thank
you
and
finally,
so
that
you
understand
the
we
are
looking
to
provide
equity
through
our
services
programs,
staffing.
G
We
want
to
make
sure
staff
understand
how
to
treat
all
people,
regardless
of
who
they
are,
what
they
look
like.
How
do
we
interact
with
them
in
ways
that
are
meaningful
and
engaging,
and
then
we're
looking
at
our
policies
and
our
procedures?
And
those
are
that's
where
our
focus
is,
and
that's
where
my
presentation
ends
did
by
have
any
questions
all
right
with
that
I'll
turn
it
over
to
Kenneth
Grossman,
even.
H
I
have
been
thinking
about,
should
I
stand
or
should
I
sit,
can
I
sit
at
the
table
with
you
think.
Have
this
charity
and
good
evening
I
want
to
I
just
told
my
colleague
and
Pat.
You
haven't
heard
this,
but
I
used
to
live
here.
Yeah
I
lost
my
job,
I
had
a
bad
mistake,
I'm
still
paying
for
it,
but
somehow
the
nuances
of
life
bring
you
back
to
good
places
and
so
to
the
Honorable
mayor
to
metal,
chair
person,
city
manager,
Pat
into
you,
aldermen
and
members
of
this
community.
H
I
want
to
say
good
evening.
I
lost
my
job
years
ago.
I
was
working
in
Naperville,
Illinois
I
needed
a
transition,
and
my
father
said
it's
not
time
for
you
to
come
home.
You
haven't
finished
your
work
and
I
said,
but
I
lost
my
job.
He
said
you
need
to
figure
it
out,
and
so
I
came
to
Evanston
and
I
ran
a
daycare
for
the
summer.
So
lady
named
Val
summers,
I,
don't
know.
H
Val
summers
saved
my
life
years
ago:
Evanston
looked
like
some
cute
city,
that
I
couldn't
disaggregate
from
Chicago
or
the
rest
of
the
areas.
But
when
I
came
here,
I
found
a
lot
of
love.
I
came
here:
I
was
about
120
pounds,
less
than
I
am
now
when
I
left
here,
I
was
10
pounds
heavier
because
I
was
in
there
too
much
hecky's
barbecue
with
french
fries
and
dipping
them
in
the
sauce.
H
This
is
a
great
community,
so
here
I
am
years
later
coming
back
a
dear
friend,
we've
both
worked
at
big
ten
institutions,
but
the
heart
of
the
matter
is,
is
that
were
real
people
I
have
a
distinct
opportunity
to
bring
along
with
one
of
my
esteemed
colleagues,
dr.
Christy
Krieger,
who
and
her
own
riders
are
very
to
administrators.
An
expert
on
emotional,
intelligent
and
engagement
I
work
at
a
university,
and
we
talked
a
little
bit
earlier.
It's
called
Indiana
University,
Purdue
University
for
playing
or
IPFW
IPFW
offers
degrees
from
Indiana
University
and
Purdue
University.
H
He
has
heard
me
say
this
before:
if
I've
ever
worked
for
a
college
president
who's
doing
a
stellar
job,
it
is
mitch
Daniels
go
figure
to
leave
the
governorship
to
have
been
potentially
to
go
to
the
White
House,
but
he
said
higher
education
is
a
place
where
I
want
to
lock
in
and
begin
and
make
a
difference.
And
so
let
me
drive
you
to
some
questions
and
I
like
why?
Why
ken?
Why
Christie?
Why
are
we
sitting
here?
Why
educators?
H
H
Evanston
is
a
culture
and
I'm
going
to
give
you
that
word
and
having
good
instead
of
thinking
of
a
city,
think
of
a
culture
and
when
you
think
of
equity
I'm
sure
you
all
are,
if
not
now
at
one
point
or
you
paid
off
your
home
or
what
have
you?
You
know
what
equity
loan
is.
You
know
what
it
is
to
have
equity
in
your
home.
H
You
know
what
it
is
to
buy
an
appreciable
asset
and
to
put
something
into
it
and
if
you
take
good
care
of
it,
even
though
the
markets
waves
somehow
someway
what
you
pay
for
it
now
is
more
valuable
than
what
you
started
with
not
true.
With
a
car
buy
a
car
for
twenty
thousand
driving
off
the
lot,
it's
worth
17
a
couple
percentage
points
or
more
and
you
have
a
depreciable
asset,
and
so
this
city
is
an
appreciable
asset
and
you
and
I
have
a
small
window
of
time.
H
You'd
larger
it
myself
to
have
impact
to
build
this
thing
called
equity,
and
so
one
of
the
things
that
we
know
is
that
and-
and
this
will
probably
get
me
in
trouble
with
that.
But
I
want
to
tell
you
what
the
research
says:
diversity,
training
generally
doesn't
work.
So
if
you
walked
in
the
door
tonight,
research
says
you've
already
had
a
fall.
Somebody's
going
to
confront
you
with
some
things
that
maybe
you
already
know
you
made
lunch,
something
that
you
don't
know.
H
You're
gonna
hear
some
things
that
maybe
you
want
to
hear,
or
you
wish
somebody
else
would
say
where
you
don't
want
to
hear,
and
so
you've
already
got
some
walls
generally
somewhere
in
the
vicinity
and
if
things
get
too
hot
and
don't
feel
good,
we
kind
of
all
up
in
other
places
we
open
up
and
we
cascade
and
so
I
want
you
to
think
less
about
training
them
more
about
equity
and
I.
Want
you
to
assume
and
to
know
that
no
one
can
walk
into
your
community.
H
H
What
you
do
and
what
you
bring
to
the
table
is
diversity,
it's
more
than
race,
it's
more
than
gender,
it's
more
than
any
of
these
things,
but
to
get
to
equity,
it's
to
build
relationships
to
be
able
to
understand,
ok,
I'm
elected-
and
this
is
my
ward,
but
what
other
gifts
and
graces
do
I
to
this
city?
Amongst
just
that
that
I
represent
and
so
equity
deals
with
perception,
we
see
things
and
we
think
we
know
what
we're
talking
about.
We
look
at
people
and
we
think
we
know
where
they're
coming
from.
H
We
see
or
hear
people
speak
and
we
make
a
decision
sometimes
about
how
we're
going
to
interact
or
where
we're
not
going
to
interact.
Or
what
have
you
want
to
submit
to
you?
The
equity
takes
place
and,
and
really
the
goal
is,
is
like
Pat
just
shared
with
you
with
the
envoy.
That's
standing.
There
one
needs
a
box,
one
isn't
tall
enough.
One
is
tall
enough,
we're
all
uniquely
similar,
yet
we're
uniquely
different
and
so
equity
is
about
fairness.
It
is
about
striving
for
balance.
H
It
is
about
just
because
you
have
access
doesn't
mean
that
somebody
else
doesn't
and
how
can
we
assess
and
go
through
different
lenses
to
be
able
to
see
not
only
who
we're
serving,
but
as
a
university
we
often
talk
about
it's,
not
the
students,
who's
come
it's
the
ones
who'll
be
done
so
who's
falling
through
the
cracks
and
to
be
able
to
measure
that
and
assess
that
and
work
with
that.
So
I
want
to
talk
to
you
about
some
words
about
appreciation.
H
Ask
your
question:
I!
Don't
want
you
to
answer
now,
but
do
you
appreciate
each
other
as
a
group?
Do
you
appreciate
what
you
bring
to
this
table
this
table
of
transformation,
this
table
where
critical
decisions
are
going
to
be
made
and
in
critical
ears
that
are
going
to
be
able
to
not
only
listen
but
or
hear,
but
to
listen?
H
However,
you
came
together,
brings
a
quiescent
table
and
so
on
staff
with
the
city.
When
the
council
recognizes
the
disparities
exist
within
the
organization,
and
we
all
know
I
like
to
use
this
term
of
diversity,
we
all
have
our
pet
diversity.
People
come
to
me
at
the
University
and
they
will
say
things
and
they
will
ask
me
things
and
then
all
of
a
sudden
they'll
talk
about
am
I
gonna
run
a
program
for
black
meds
I,
say
well
yeah.
H
We
could
do
that,
but
I
also
like
to
talk
about
Allen,
Toussaint
and
Mike
white
male
race.
How
can
we
build
equity
for
white
males
who
now
feel
disenfranchised
because
they
don't
have
what
they
had
say,
20
or
30
years
ago?
And
when
you
say
that
you
watch
body
language
people
start
moving
around
because
all
of
a
sudden
they
look
at
me-
and
they
expect
me
to
advocate
for
this.
H
But
you
all
are
diverse
enough
to
advocate
for
each
other
and
advocate
for
different
things
in
the
city
that
are
respective
to
your
wards
but
at
the
same
time
reflective
people
that
you
serve
and
then
this
table
is
about.
How
do
you
share
that?
What
happens
on
this
side
of
town
and
that
side
of
town?
So
let's
go
to
the
next
there's
a
difference
between
inviting
some
hey.
We
all
heard
this
there's
a
difference
between
inviting
someone
to
dance
to
the
dance.
H
As
opposed
to
inviting
them
to
dance
and
as
a
group
again
I,
don't
want
you
to
hear
the
word
training
but
think
about
it.
Do
you
all
invite
each
other
to
dance?
Do
you
all
communicate
across
the
table?
You
might
say
yeah.
We
do
that's
what
we
do
every
time,
but
sometimes
things
can
get
so
formal
and
in
such
a
context
that
you
can
talk
past
each
other,
and
so
this
is
an
opportunity
to
dance
for
the
city
and
not
only
for
the
people
of
this
community
bring
up
its
good
table.
H
I
just
heard
it
tonight
when
you
talked
about
the
person
that
may
come
here,
that's
disenfranchised
for
one
reason
or
another:
you
know
when
we
go
to
court,
what
do
they
do?
What
do
you
have
when
you
go
to
court
generally?
What
happens
with
the
judge
come
on
talk
to
me
when
you
go
to
court?
What
are
you
going
to
a.
I
H
So
you
can
stand
up
in
a
courtroom
and
say
whatever
you
want
to
a
judge
and
the
judge
will
nod
and
if
it's
not
procedurally
in
context
of
what
heavy
they
will
move
on
and
move
to
the
next
point,
but
when
an
attorney
of
Representative
an
alderman,
an
alder
person
steps
in
the
room
to
advocate
for
different
concerns,
that
brings
them
to
a
common
table,
then
listening
takes
place.
So
a
hearing
is
a
good
thing
and
a
public
hearing
is
a
good
thing,
but
just
like
the
young
lady
was
standing
here
today.
H
Her
question
to
you
was
who's.
Listening
to
this
concern,
are
you
with
me
so
there's
a
difference
between
hearing
and
listening
in
diversity,
training
and
equity
training
and
inclusion
training.
It
all
starts
with
acceptance,
affinity,
loyal
loyalty,
rapport,
Association
and
relationship
and
generally,
what
happens
in
critical
race
Theory.
Have
you
ever
heard
this
thing
about
if
you're
in
an
elevator
and
the
doors
shut
and
you're
going
to
get
in
the
door,
the
elevator
comes
up
and
you
walk
in,
and
you
see
a
male,
a
male
of
a
different
race
or
ethnicity.
H
You
have
to
achieve
an
equitable,
equitable
perspective
that
every
person
counts
and
every
voice
matters,
and
so
we
want
to
take
you
through
just
a
couple
of
things
and
not
take
a
lot
of
your
time,
but
more
in
particular.
Let's
go
to
the
next
slide,
and
that
is
people
who
undergo
training
use
shed
their
biases
as
a
question.
Are
you
going
to
be
different
after
you
leave
here
tonight?
H
Again,
you
can't
be
if
you
give
yourself
the
Alps
and
the
B,
but
most
people
are
sitting
to
listen
to
hear
something
that
they
either
agree
with,
if
they
don't
agree
with
or
they
check
off,
I
got
my
question.
I'm
gonna
hang
on
to
my
question.
Maybe
talking
when
you
get
done
talking,
then
I'm
gonna
bring
my
question
up,
but
the
question
is
not
for
me
it's
for
us
individually.
H
Are
we
going
to
choose
to
at
least
take
something
that
moves
the
dime
a
little
bit
further
down
the
road
so
that
we
can
listen
to
one
of
those?
So
let
me
just
give
you
this
real
quick
researchers
have
been
talking
about
it
and
this
is
called
bias
and
self-awareness
and
why
people
are
easily
taught
to
respond
correctly
to
a
questionnaire
by
bias.
They
soon
forget
the
answers.
H
As
somebody
asked
you
a
question,
you
gave
them
the
right
answer,
because
that
was
the
public
answer
and
once
the
clamp
camera
was
off
once
the
radio
was
down
of
what
same
thing
was
off
of
the
person
was
out
of
the
way.
You
just
lost
your
perspective,
because
we
know
what
to
say
now
and
but
we
also
are
scared
to
say
certain
things,
because
we
don't
want
to
offend
people
it's
the
last
one.
Is
the
positive
effects
of
training
wearing
lasts
beyond
a
day.
H
It's
because
we
need
to
have
and
build
toward
a
conversation
that
when
we
look
at
our
strategic
plan,
when
we
look
at
our
rules,
when
we
look
at
the
things
that
we're
doing,
we
look
at
why
people
elected
and
selected
us
to
sit
at
this
table
that
we
don't
become
forgetful.
And
we
only
represent
me
my
eye.
But
at
the
end
of
the
day,
it's
about
my
ward
and
our
needs
and
how
those
needs
work
together
to
create
a
better
City.
H
H
What
is
organization
look
like?
What
does
an
equitable
city
looks
like
let's
go
ahead
and
run
those
through
and
just
a
couple
points,
and
then
we're
going
to
give
you
some
things
that
I
think
not
only
will
bring
some
questions
to
the
table
but
to
get
us
to
thinking,
because
our
job
is
if
you're
sitting
you're
thinking.
Okay,
we're
gonna,
have
a
train
and,
at
the
end
of
training,
we're
gonna
have
all
the
answers
that
we
need.
H
I
want
to
submit
to
you
the
answers
already
at
this
table,
they're
in
your
minds,
they're
in
your
hearts,
they're
in
your
experiences
and
they're
in
the
minds
and
the
hearts
and
the
experiences
of
those
that
you
serve.
So
what
do
we
need
clear
commitment
to
creating
an
inclusive
organization,
values
that
contribute
and
the
Kyle
use
the
contributions
and
interest
of
all
employees,
all
volunteers
and
all
persons
in
this
today?
What
we
can't
do
all
that's!
H
Why
you've
just
been
selected
to
serve
a
portion
of
this
community
and
the
Congress
commentator
the
employees
and
the
volunteers
ought
to
be
reflective
of
diverse
social,
cultural
groups.
We
want
to
demonstrate
multicultural
competencies.
We
ought
to
not
only
be
able
to
speak
different
languages,
but
to
speak
in
different
cultures
to
feel
comfortable.
Tell
me
your
name
again:
I'm
sorry,
Melissa.
E
H
Came
up
immediately
started.
The
conversation
I
came
in
the
room,
I
was
immediately
set
in
the
room,
I
was
doing
body
language
analysis,
I
was
watching,
who
engage,
who
didn't,
engage?
Who
talk?
You
came
over.
We
had
a
phenomenal
conversation.
Next
thing,
I
knew
something's
I've
been
worried
about,
which
is
how
do
I
get
students
to
come
from
Evanston?
H
How
do
I
get
students
from
Illinois
to
come
to
Purdue
Fort
Wayne
Melissa
everybody's
for
won
everybody
over
Fort,
Wayne
chuckles
said
yes,
you
know,
somebody
knows
who
we
are
because
at
the
end
of
the
day,
sometimes
our
communities
are
so
insulated.
We
forget
what's
outside
and
so
just
a
couple
of
things
we
act
on
our
commitment.
We
demonstrate
multicultural
competencies.
You
did
that
tonight
you
communicated
across
cultures,
you
didn't,
let
anything
hesitate.
You
engaged,
you
look
you
you
communicated,
you
ask
questions
and
already
feel
a
connection.
H
I
think
when
I
leave
here
you'll
pick,
my
name
and
I'll
have
number
will
clock.
If
you
ever
come
before
when
wines
on
me.
Alright,
it
keeps
participant
in
participants
in
decision-making.
I,
think
that's
what
that
lady
was
asking
here
at
night.
How
can
I
be
a
part
of
the
decision-making?
You
all
know
this.
That
was
one
person,
but
how
many
phone
calls
do
you
get
a
day
and
how
many
people
are
looking
for
you
to
solve
problems,
and
so
I
want
to
say
to
you
you're
already
doing
equity
you're
already
doing
inclusion.
H
It's
just
to
begin
to
tweak
that
lens
and
see.
Are
you
happy
in
that
look
and
if
I
do
this,
then
equities
will
be
on
Broadway.
Okay,
let's
go
to
the
next
mine,
the
middle.
Well,
some
organizations
show
slow
progress,
everybody
say
slow.
Here's
your
interactive
piece
come
on,
you
didn't
say
slow
come
on.
You
want
some
interactions
come
on,
it's
not
something
that
happens
overnight.
H
Things
take
time,
people
no
change
is
inevitable,
but
they
don't
like
change
and
when
things
change,
people
will
feel
threatened
and
they
hang
on
and
they
dig
in
and
they
pull
back.
Here's
the
problem
with
what
you
all
are
doing.
You
can't
afford
to
do
it.
You
don't
serve
you,
you
start
the
puppet
and
here's
a
real
macros
thing
and
then
we'll
move
faster,
and
that
is
this.
H
It's
the
worst
mass
shooting
of
a
modern
time,
and
the
question
is
every
community
I
thought
about
you
when
you
walked
through
that
door
day,
you
were
so
warm
and
engaging
I
felt
like
I
was
at
home.
I
felt
like
that
I
felt,
like
I,
got
a
key
to
the
city
today,
but
once
that
happens
under
your
watch
every
day,
we
have
to
think
now.
Are
we
ready
if
a
tragedy
hit
this
war
or
your
border,
this
city
right
now?
Are
you
ready?
Are
you
addicted?
Are
you
equitable
just
in
this
room,
let
alone?
H
Now
we
go
out
to
the
city
and
do
it?
Are
we
in
a
way
broadening
our
concept
of
leadership,
but
we're
going
to
give
you
some
tools
and
some
ideas
so
that
we're
ready
so
the
journey?
The
equity
is
what
somebody
say
slow
again.
It
takes
time
everything
happens
in
time,
though
okay
and
it's
a
steady
breath.
There's
some
other
quotes
that
I
can
give
you,
but
it
basically
says
the
one
who
wins
in
always
the
fastest.
H
If
there
are
people
who
opt
out
of
meetings
like
this
or
if
they
see
this
on
tape
and
they
don't
go
back
and
look
and
say
hey,
we
do
need
to
have
a
greater
equity
discussion
in
our
community
and
you
only
opt-in
when
you
think
it's
politically
correct,
then
you
think
it's
gonna
help
the
pocketbook
or
not.
Some
people
don't
have
a
pocketbook
to
pull
from
come
on.
Talk
back
to
me,
safe,
give
me
a
thumbs
up.
Some
people
have
enough
pocket
that
it's
not
about
that.
It's
about
what
tools
we
bring
to
the
stage.
H
Let's
spin
through
this,
so
relation
playing,
you
have
a
plan
right
plan
and
I
was
getting
an
elevator
and
I
saw
this
at
eight
points
of
things
for
the
city
and
I
took
a
picture
of
it,
and
the
first
thing
I
said
to
Pat
where
where's
equity
she
said
you
just
voted
on
that.
Did
that
come
on
give
yourselves
with
him.
H
Or
let
me
ask
you
this:
is
it
just
going
to
be
something
you
put
up
on
a
board
and
say
we
did
that
you
got,
did
work
so
embrace
your
plane,
incorporate
the
correct
principles
of
equity
across
the
administration,
the
function
and
units
do
city
employees
have
to
as
a
part
of
their
annual
review,
discuss,
diversity
or
equity
and
how
they
help
make
this
place
more
equitable.
What's
the
slogan
to
make
Evanston.
D
H
D
H
See
that
connection-
and
you
all
said
something
similar,
but
what
I
felt
was
you
weren't
just
saying
it,
because
somebody's
looking
I
think
they
believe
that?
And
so
you
got
to
actualize
your
plan,
be
inclusive
in
your
practices,
integrate
equity
into
your
discussions.
Put
it
on
your
agenda.
Have
your
city
leaders
put
it
on
their
agenda?
How
are
we
doing
with
equity?
H
What
are
we
doing
about
equity?
Don't
run
from
it,
put
it
on
there
and
it
may
be
you're
taking
a
step
forward
and
two
steps
back,
but
talk
about
it
because
communication
solves
a
lot
of
things
a
be
with
me.
Why
do
most
bridges
marriages
break
down
communication?
Why
the
most
employees
get
in
trouble
on
set
up
communication
and
expectation?
Let's
go
to
the
lips,
love
so
very
quickly,
conflict
theory,
you
all
have
conflict
and.
A
H
So
don't
get
caught
up
in
Karl
Marx
in
the
mid
eighteen
hundreds
but
I
want
you
to
see
Marx
understood.
So
don't
get
me
out
of
the
person
where
you
are
philosophically
it
turns
a
conflict
between
social
classes
and
notably
the
conflict
and
capital
societies
between
those
who
own
the
means
of
economic
production,
which
was
the
factory
of
the
farm
or
whatever,
and
those
who
did
not
the
workers
and
what
we
say
in
America.
H
But
you
begin
to
see
those
appreciable
assets
that
those
people
bring
to
your
ward
and
start
to
use
them
in
a
discussion
of
not
just
listening
to
what's
going
wrong
and
what
needs
to
be
fixed
that
helping
them
to
empower
with
answers
as
to
how
they
would
answer
that
you
transform
a
discussion
that
turns
into
something
else,
conflict
where
subsequent
thinkers
think
they've
described
different
versions
of
conflict
theory.
A
common
theme
is
that
different
social
groups
have
unequal
power,
yes
or
not.
Yes,.
E
H
H
You
have
some
tools
to
fight
with
and
a
lot
of
times
the
people
that
we're
working
with
and
working
for.
They
don't
have
the
tools
and
so
investments
in
training.
Investing,
isn't
about
I
heard
tonight,
I'm
telling
you
I'm,
taking
that
idea
back
to
Fort
Wayne
I
will
take
that
police
officer.
You
introduced
me
to
he
can
come
that
guy's,
a
national
speaker.
What
is
it
called?
An
officer
and
a
gentleman,
my
gosh,
do
you
all
know
how
unique
and
special
have
we
heard
that
in
our
travels
definitely
air.
H
I'm
gonna
give
you
a
word
for
Evans
too.
At
the
end
of
this,
and
so
different
social
groups
have
a
legal
power.
Conflict
theory
has
been
used
to
explain,
diverse
human
behavior.
There's
that
word
diversity
such
as
educational
practices.
They
need
to
sustain
or
challenge
the
status
quo,
cultural
customs
regarding
the
elderly
and
what
happens
so.
We
know
that
conflict
comes
out
of
our
own
life
situation.
H
H
If
you
don't
get
anything
I
say
tonight,
conflict
is
not
often
what
you're
mad
about
what
you
frustrated
about,
or
what
you're
trying
to
plea
or
advocate
for
conflict
I
want
you
to
see
a
pyramid
is
a
series
of
unresolved
disputes
that
started
down
here,
and
one
little
thing
can
take
it
up
to
here.
So
conflict
doesn't
happen
at
a
singular
point
and
I'm
sure
you're
sitting
here.
H
Right
now,
thinking
of
things
going
on
this
community
things
that
have
made
been
a
torch
light
or
things
that
you're
getting
ready
to
deal
with
on
your
agenda
or
my
city
manager
here
is
having
to
think
about
day
and
night
to
manage
crisis
or
to
keep
something
from
blowing
up.
And
it's
not.
Then
it's
been
a
series
of
events,
probably
not
related
to
the
event
that
you're
dealing
with,
because
somebody
didn't
feel
heard
and
listened
to
acknowledged
or
something
done
about.
And
now
here
you
are
elected
and
selected
and
sitting
here
as
a
leader
and.
H
About
you
think
it's
the
subjectiveness,
it's
people's
objective
to
be
heard.
So
what
you're
dealing
with
today
is
a
result
of
what
did
or
did
not
happen
in
the
past.
I
know
I'm,
taking
the
long
I'm
going
to
get
you
out
of
here
in
good
time.
Chrissy's
got
some
great
information
for
you
civility
I,
listen
to
the
news.
I'm,
a
news
addict
I'm,
confessing,
I,
read
three
different
newspapers:
I,
listen
to
different
news
outlets,
I
used
to
write
for
Gannett
news
service.
H
I
news
newsrooms
I'm
gonna
get
what
the
difference
is
and
the
only
one
that
I
keep
hearing
I
mean
I've
heard
it
all
day.
Is
this
image
of
our
national
leader
pitching
paper
towel
in
his
mind
he
was
there
he
was
happy,
but
the
optics
of
it
don't
look
the
same
because
they're
what
interpretation,
but
at
the
end
of
the
day,
if
I'm
not
arguing,
politics
should
be
very
clear,
but
if
that's
the
best
or
that
was
within
the
limits
of
what
that
person
can
do.
H
But
we
didn't
see
were
all
the
people
who
were
already
pitching
in
and
making
things
happen
so
out
of
every
bad
story.
There
are
good
things
that
happen
and
a
lot
of
times
it's
by
unsung
heroes,
like
you
sitting
at
this
table,
come
on,
say
these
words
over
the
I
am
I,
and
if
somebody
say
you
are
and
say
we
are
we
an
equitable
City.
H
H
And
so
with
that,
what
I
want
to
say
is
we
got
to
be
civil?
We
got
to
be
listeners
and
I
can't
come
to
you
and
ask
you
to
listen
to
me
or
you
come
to
me
and
ask
me
to
listen
to
me
to
you
and
I've,
already
determined
what
I'm
going
to
do
or
not
going
to
do
for
you.
That's
not
listening
or
you
come
to
me
in
use,
because
you've
heard
that
I
can
do
X,
Y
&
Z
that
I'm
going
to
do
that.
H
It
could
be
as
a
leader
that
we
talk
about
the
problem
and
we
get
some
other
board
persons
around
some
of
you
other
leaders
around
said.
What's
going
on
in
your
situation,
that's
going
on.
How
can
we
solve
this
and
create
multiple
pockets
of
good
things,
so
equity
at
the
end
of
the
day
is
making
good
things
happen
in
our
city.
You
do
that
every
day.
Don't
you
try
hard
it's
so
Chrissy.
We
got
to
have
courageous
conversations
and
we've
had
a
number
of
you
haven't
yeah
and
so
we've
been
working
together.
H
We
have
disagree
on
stuff
and
we
advocate
for
students.
We
advocate
for
faculty
members
and
I
just
want
to
tell
you
sometimes
some
of
our
biggest
challenges
are.
We
have
experts
who
have
attained
the
highest
level
in
their
field,
but
we
have
to
help
educate
them
or
talk
to
them
about
communication,
so
it
doesn't
matter.
My
daddy
always
said
at
this
plate
agreed
my
mentor.
Actually,
dr.
Charlie,
Nelms
Indiana
University
degree
doesn't
make
you
agitator.
H
I
Turning
and
many
of
you
said
there
are
of
conflicts
what's
at
the
center
of
most
conflict,
not
types
of,
but
why
why
does
conflict
occur
in
what's
an
opinion
difference
of
opinion
in
E
setting
then
you're
in
where
what
are
you
seeing
lattice
fashion
dissatisfaction,
absolutely
others
not
being
listened
to?
Yes,.
F
A
I
Stuff
right
and
there's
there's
to
me
at
least
to
us
and
some
of
the
things
that
we
hear
both
when
we
think
about
equity
is
there's
one
thing
at
the
heart
of
everything.
Each
one
of
you
just
said,
and
that's
emotion,
I
feel
we
feel
you
feel
our
community
feels
my
area
feels
and
all
of
those
feelings
are
solely
something
that
each
one
of
those
people
are.
I
You
may
feel
some
of
them
for
each
other
with
each
other,
but
there's
one
piece
that
kind
of
is
around
the
center
of
that
and
the
place
that
it's
challenging
for
all
of
us
to
embrace
equity,
especially
when
we
may
not
feel
the
exact
same
way
right.
So
one
of
the
pieces
that
we
hope
to
kind
of
impart
into
have
you
think
about
in
terms
of
both
conflict
and
how
to
help
your
your
areas
both
at
this
table.
I
This
is
your
area
and
where
your
areas
you
go
back
in
this
town
is
have
some
emotional
intelligence,
so
emotional
literacy,
ken
made
the
comment
and
I
think
he
is
so
right
on
that
each
one
of
you,
the
experts
in
your
area,
you're
the
experts
about
this
town,
unlike
Ken
I,
never
lived
here
as
a
matter
of
fact.
Until
about
eight
years
or
so
ago,
I
had
never
been
in
the
Midwest.
I
I
came
to
this
crazy
little
place,
called
Fort
Wayne
Indiana
from
Seattle
Washington
and
had
grown
up
in
Arizona
right,
so
Fort
Wayne,
the
people,
the
Midwest,
the
culture
and
can
use
the
word
culture.
Many
times
was
very
foreign
to
me
and
I
will
tell
you.
One
thing:
I
learned
very
quickly
is
the
power
of
emotional
intelligence
and
inclusion.
There
was
no
other
place
that
I
had
been
country,
especially
on
the
west
coast
west
coast,
that
I
felt
more
included
than
in
the
Midwest.
I
I
However,
it
takes
these
things
and
what
I
especially
kind
of
enculturated
into
a
new
culture,
knowing
what
you're
feeling
being
able
to
manage
those
feelings
using
it,
then,
as
self
motivation
to
be
empathetic
to
each
other,
and
then
that's
how
we
manage
our
relationships.
If
this
and
I
apologize
I
forget
her
name
whomever
the
the
woman
was
that
stood
up,
what
I
loved
about
your
response?
Is
you
heard
her
and
you
listened
to
her-
you
couldn't
give
her
the
answer.
She
wanted
right
now.
I
It
wasn't
say
yes
or
no
and
how
to
fix
the
problem,
but
it
was,
you
are
heard,
we're
gonna
get
there
hears
them,
we're
gonna
get
there
and
here's
how
and
that's
something
that
we
don't
do
a
lot
for
each
other,
because
we
think
that's
very
simple.
But
if
we
look
around
the
room-
and
you
guys
are
carrying
some
heavy
stuff
from
your
areas
right
similar,
we
carry
very
heavy
stuff
from
the
students
that
walk
in
from
your
areas
to
our
institution.
I
One
of
those
things
we
have
to
be
able
to
do
is
perceive
their
emotions.
That
can
be
very
difficult.
That
can
be
very
easy.
Some
people
wear
them
here.
I
do
you'll
know
when
I'm
tired,
mad
sad
glad.
It's
all
right
here.
A
lot
of
people,
however,
don't
and
what
I
think
your
beauty
is
in
your
positions,
is
the
ability
to
listen
and
draw
that
out
of
people,
but
then
what
happens
when
we
get
them?
I
We
have
to
integrate
those
emotions
into
both
this
table
into
your
collective
work,
and
then
certainly
we
have
to
understand
ourselves
and
though,
yes,
it's
my
dissertation
and
it's
my
life
and
I
love
emotional
intelligence.
I
am
not
the
most
emotionally
intelligent
person,
it
takes
a
lot
of
work
and
it
takes
a
significant
amount
of
self-awareness
and
that's
the
only
time
that
we
will
ever
get
to
equity.
We
can
have
an
appreciation
for
diversity.
We
can
be
civil.
I
We
can
build
a
box
and
give
you
a
half
a
box
than
me
a
full
box
because
I'm
a
little
shorter
than
you.
Maybe
it's
the
reason.
I
work
mewls
whatever
it
is.
If
we
don't
understand
where
we
come
in
self
into
that
picture,
we're
never
gonna
be
able
to
fully
get
there,
and
that
is
I
hope.
One
of
our
challenges
to
you
today
and
as
you
move
forward
in
doing
so,
there's
there's
a
really
easy
approach
to
conflict,
and
this
is
something
that
we
try
to
teach
students
we've
taught
faculty
on
our
campus.
I
We've
taught
staff
members
acorns
pretty
easy
to
remember
so
anybody
from
Ohio
block
either
the
car
looks
like
a
Buckeye
but
you're
not
from
the
high
on
your
for
an
Illinois
smell
like
that
reference,
we're
gonna,
so
we'll
keep
calling
it
the
acorn
approach.
It's
very
simple:
accommodate
employee
differences
and
I
and
I
have
to
come
and
commend.
You.
We've
heard
it
of
what
I've
known
you
for
going
on
three
hours
now
I
met
you
and
I
would
share.
The
same
viewpoint
is
10
in
that
you
created
an
extremely
welcoming
environment.
I
Your
your
signs
and
your
symbols
are
everywhere
that
accommodates
people,
but
that
is
one
of
the
greatest
ways
to
get
through
any
sort
of
conflict
because
it
leads
to
creating
workplace
choices.
I
love
the
fact
that
I
think
I
asked
you
have
bottled
water,
no
and
here's.
Why?
Right
and
I
love
that
answer?
You
made
a
workplace
choice
and
hopefully
that's
something
that
you
all
can
kind
of
get
into
and
back
up,
Jim.
E
I
Your
willingness
to
bring
people
in
who
are
the
experts
in
your
city,
but
to
come
in
and
share
with
you.
Something
tells
us
that
you
are
flexible,
and
hopefully
that
is
something
that
you
then
take
back
to
your
areas.
You
respect
competence
and
initiative
that
those
are
huge,
you're
all
doing
that,
because
you're
here
and
then.
Finally,
then
that
allows
you
to
nourish
retention
in
your
areas.
I
So,
yes,
you
can't
solve
the
biggest
problems
in
the
world
or
or
in
your
specific
area,
but
you
can
certainly
nourish
people's
desire
and
want
to
stay,
and
if,
if
I
can
share
anything
about
again
this
area
and
the
people,
even
that
I've
interacted
with
today,
you
make
me
want
to
stay.
I.
Think
can
talk
about
that.
You
know
a
lot
but
previous
times
that
he
lived
here.
I
H
H
Well,
you
don't
know
what's
going
on
here
and
you
can
hear
what
happened
and
you
don't
understand
it,
but
keep
using
that
that
that
triangle,
that
pyramid,
any
conflict
that
we
have
in
our
city
is
a
result
of
unresolved
disputes
and
so
from
this
table.
We
have
to
ask
the
questions
and
do
the
listening
and
empower
our
our
city,
administrators
and
leaders
to
be
able
to
do
the
tough
things
they
need
to
do
to
make
sure
that
our
community
in
a
holistic
way
is
being
the
change
that
we
want
to
see.
H
Edgar
sky
is
one
of
the
great
theorists
and
edgar
talks
about
our
artifacts,
espouse
values
and
assumptions.
We
all
have
things
in
our
cities
right
now.
One
of
the
most
common
things
we've
heard
is
the
removal
of
these
statues
of
different
parts
of
different
cities.
I,
don't
know
if
you've
dealt
with
that
here
in
Evanston,
but
different
things
mean
different
things
to
people.
We
all
have
different
parts
of
town
that
maybe
we
frequent
or
don't
frequent,
but
those
artifacts
are
critical
and
necessary
for
those
who
are
in
those
area,
we
have
values.
H
We
want
to
be
this
city
that
we
say
we
are.
It
has
to
be
the
same
in
one
board
as
it
is
in
the
other.
It
doesn't
mean
that
they
have
the
same
living
condition
always,
but
it
does
mean
that
we
see
multiple
groups
at
the
same
time
and
that's
why
this
table
exists
and
then
we
ought
to
be
able
to
make
some
assumptions,
but
we
can't
over
assume
we
want
this
to
be
a
safe
city.
We
want
this
to
be
a
table
where
people
can
communicate
and
talk.
H
We
want
to
be
able
to
have
problems
that
come
up
and
to
be
able
to
talk
about
them,
not
just
to
solve
the
problem
but
to
build
equity
so
that
the
next
time
the
situation
comes
up.
We
have
a
frame
of
reference
and
something
in
our
toolbox
in
an
experience
that
was
positive
even
out
of
the
midst
of
a
negative,
because
here's
the
challenge
that
stuff
is
gonna
happen.
Somebody
asked
me
why
I'll
tell
you
human
beings
we're
all
failed
as
strong
it
as
great
as
we
are.
H
The
only
person
in
this
room
that
has
managed
in
their
title
is
you
we're
supposed
to
be
leading
people
to
greater
ideas,
to
greater
ways
to
develop
skills
to
work
through
education
and
training.
Programs
and
I
know
that
that's
not
everybody
and
everything,
but
we
have
to
work
together
to
maximize
the
city's
thing,
because
most
people
manage
people
and
lead
objectives.
H
Guess
what
happens
when
you
do
that
people
get
ticked
off
because
you're
going
to
a
job,
you're
come
into
a
room
like
this,
and
instead
of
listen
to
what
people
are
saying,
you're
trying
to
manage
your
personalities?
Well
now
we
know
Ken's
gonna
get
loud
and
talk
fast
and
you
know,
Chris
is
gonna,
be
quiet
at
the
very
and
she's
gonna
say
a
lot
and
we're
all
sitting
waiting
on
them.
H
It's
just
like
any
family
dysfunction.
How
many
of
your
families
have
dysfunction?
Okay,
all
hands
court
here
and
dysfunction
takes
place
because
everybody
takes
their
role
and
they
do
the
same
thing.
What
I
tell
people
at
my
different
tables
when
I'm
working
in
administration
or
whatever
or
when
we
have
coaching
sessions,
we
say,
do
something
different.
The
next
time
you
never
speak
up,
you
be
the
person
to
speak
up
you're
the
one
that's
always
got.
The
answer.
I
saw
something
up
there.
H
Lead
your
war
lead
the
people
to
something
greater
while
you're
listening,
but
don't
try
to
manage
each
other.
That's
no
fun.
I
am
me
because
of
the
experiences
that
I've
had
and
because
I
have
great
friends
and
colleagues,
and
because
also
some
of
the
trouble
that
I've
been
in
are
the
things
that
I've
done
in
the
face
that
I've
had,
but
I
don't
need
to
be
managed.
I
want
to
be
led
and
I
believe
you
all
are.
H
Leaders
and
skying
would
say,
don't
manage
each
other,
don't
manage
your
city,
lead
it
blessed,
mayor's
job,
no
and
especially
I.
Don't
know
about
this
mayor
so
I'm
just
saying
that
if
he
has
a
management
mindset
and
you
follow
that
you
got
to
be
within
the
confines
of
the
rules
and
regulations.
We
all
did
a
very
well
tonight,
but
never
forget
that
leadership
is
inspiration.
It's
empowerment,
it
is.
H
H
You
use
programs
and
services,
you
get
people
who
don't
know
about
those
programming
services
to
those
services,
to
those
resources
that
the
tax
base
has
allowed
for
us
to
provide,
whether
it's
ambulance,
service
or
police
service
all
the
way
down
to
that
summer.
Job
program,
whatever
it
is,
we've
got
to
get
people
to.
What's
within
our
system,
we
got
to
think.
Like
a
city,
we
got
to
think.
H
Like
a
community,
we
got
to
think
like
a
culture,
everybody's
personal
master,
here's
the
thing
so
Chrissy
and
I
sit
at
common
tables
and
here's
the
thing
I'm
a
feeler
I'm,
an
intuitive
male,
which
is
counter
intuitive.
When
we
sit
together
because
she
kept
used
to
say
why
are
you
having
that
thought?
What
do
you
think?
You
know
that
and
then,
like
I,
tell
some
people
I'm
psychic
in
the
church,
I
say
I'm,
you
know
prophetic
well,
I
feel
things
I
feel
energy,
I
feel
people,
I've
read
body
language
I
get
it.
H
She
wrote
a
dissertation
on
emotional
intelligence
of
what,
if
she
say,
I'm,
not
the
most
emotionally
intelligent
person,
she's,
abstract,
she's,
smart
she's,
quick
she's,
tactical
and
she's
detail-oriented.
You
put
the
two
of
us
in
a
room
on
a
presentation.
That's
changed
eight
times
before
we
got
here
because
I'm
feeling
we're
sitting
there
almost
there.
What
are
you
doing?
I
said
I'm
feeling
the
energy
coming
in
the
room,
because
what
happens
with
diversity
training
then
we'll
speed
it
up.
H
Most
people
walk
in
the
room
and
they've
already
had
some
determination
about
what
they're
going
to
get.
What
they're
going
to
give
or
what
they're
gonna
ask,
or
what
they're
gonna
not
ask,
and
so
I
want
to
say
to
you.
The
answers
are
in
this
room
some
day
talks
about
mental
models,
how
we
think
about
things
he
talks
about
building
the
shared
vision.
That's
a
part
of
that
eight
point.
Now:
mine
plan
and
team
learning.
H
That's
what
you're
doing
today
I
want
to
tell
you
you're
already
doing
the
things,
because
I
can
go
call
ten
city
leaders
throughout
this
Midwest
tonight
and
ask
them
that
they've
done
what
you've
done
here
tonight
and
every
last
one
of
them
will
say:
no,
we
did
it.
We
didn't
have
a
table
like
this.
We
didn't
have
a
train
like
this
and
I'm,
telling
you
no
matter
what
problem
is
in
this
town.
No
matter,
what's
frustrating
you,
no
matter
what
people
are
dis
disenfranchised
and
even
those
that
you
think
we're
living
on.
H
The
mountaintop
still
have
problems
as
well,
but
I
am
Telling
You
cities,
don't
always
dare
to
do
what
she
did
tonight
and
I
want
to
commend
you
and
I'm
one
of
the
dwarves
and,
let's
spit
through
this,
and
keep
moving
and
so
transition
theory.
We're
going
to
come
to
that
and
we
basically
are
talking
about
an
individual
transition
before
I
could
expect
you
to
be
different.
I
have
to
be
willing
to
do
something
too
before
I
can
want
you
to
appreciate
something
about
me.
I
need
to
learn
to
appreciate
something
about
you.
H
My
momma
said
bill
bridge
and
get
over
it.
We've
got
to
continue
to
do
the
things
that
you're
doing
because
you're
the
city
that
has
dared
to
do
this.
So
if
something
bad
happens
tomorrow,
you're
already
a
slice
down
the
road,
but
we
got
to
keep
pushing.
We
got
to
keep
on
going
transition
theory.
Oh.
I
I'm
sorry,
so
one
of
the
things
that
and
I
we
loved
that
you
guys
were
able
to
say
yeah.
We
have
some
work
to
do,
I.
Think
almost
every
single
one
of
you
said
we
have
some
work
to
do
so.
One
of
the
best
ways
to
get
there
is,
you
all
have
to
be
the
leaders
to
make
that
transition
and
you
can
make
it
in
several
different
ways:
energy
Schlossberg!
If
it's,
she
is
a
higher
ed
theorist,
but
this
is
extremely
applicable
to
any
situation,
you're
talking
situation,
self
strategies
and
support,
and
it's
cyclical.
I
For
that
reason,
there
is
no
way
that
you
can
transform
a
situation
without
transforming
yourself,
there's
no
way
that
you
cannot
be
transformed
itself
based
upon
the
situation
and
then
support
and
strategies
obviously
are
the
piece
that
makes
that
whole
so
can
think
is
perfectly
he
Ellis
traited
them
here
and
he'll
unpack
them
in
a
second.
But
one
of
the
things
in
order
to
be
the
change
in
the
transformation
that
you
all
want
to
see
is
that
you
have
to
change
behavior
the
roles
of
people,
what
you
learn
from
them
and
then
back
to
that.
H
Make
it
simple
I:
do
this
I'm
by
vocational,
so
I'll?
Let
you
know
a
little
bit
about
me:
I
have
two
sons,
I
have
a
12
year
old
who's,
probably
unpaid
linebacker,
for
the
bear
he's
12
he's
five
foot,
almost
nine
wears
a
size.
13
shoe
three
sacks
last
night
and
about
ten
solo
tackles
he's
a
beast
and
a
straight-a
student,
but
a
lot
of
times
when
I
talked
with
he
and
I
have
an
eight
year
old,
but
I'm
old
man
having
babies.
H
That's
my
joke
and
I'm
gonna
stick
with
it,
but
I'm
by
vocational,
so
I'm
a
pastor
and
the
best
way.
I
do
this.
When
there's
a
situation,
we
got
to
know
where
we
are
in
every
situation.
We
got
to
be
aware
of
our
own
biases
and
our
own
limitations
and
our
strengths
and
our
ability
to
contribute.
We
have
to
understand
where,
even
if
it's
happening
in
your
board
and
not
mine,
how
that
could
potentially
affect
you,
and
so
we
need
to
talk.
That's
why
this
stuff
happens.
H
You
need
to
call
each
other,
you
don't
do
that.
Don't
actually
yeah
you,
okay
and
then
strategies
take
an
action.
So
here's
transition
Theory-
are
you
ready,
put
your
hand
like
this?
Look
at
the
clock
and
here's
transition
Theory
either
going
through
something
coming
out
of
something
or
about
to
get
into
something
either
going
through
something
coming
out
of
something
or
about
to
get
into
something?
And
if
you're
like
me,
you're
going
through
something
coming
out
of
something
and
already
into
something
that's
how
life
is
when
you're
an
older
person?
H
It's
not
your
life
you're
going
through
the
lives
of
other
people
and
what
I
see
in
this
room
tonight
there's
a
lot
of
sincerity
and
a
lot
of
hope
about
this
community.
But
you
can't
do
it
alone.
We
have
to
be
able
to
look
in
that
camera
and
say
that
every
person's
got
to
carry
their
weight
every
person's
got
to
use
the
best
tools
that
they
have
and
they
utilize
we're,
not
a
perfect
community.
H
We
concede
that,
but
we've
got
a
lot
of
great
things
going
on
and
we
need
everybody.
So
just
remember
this:
you
don't
get
anything
else.
You
guys
going
through
something
coming
out
of
something
or
about
to
get
into
something,
and
what
I
have
found
in
leadership?
Is
it's
not
just
you,
you
feel
every
pain,
that's
your
person's
fill
in
your
wards
and
we
just
want
to
continue
to
tweak
up
the
equity
that
you
heard
on
your
side.
You
heard
on
your
site
that
we
all
hurt
at
the
same
time,
so.
I
E
H
It
and
I
think
you'll
come
back
again
and
say
you
know
we're
not
perfect,
but
we
are
doing
some
things
and
she
didn't
ask
for
the
endorsement.
I'm
gonna
tell
you
I
know:
I've
worked
at
Indiana,
University
and
I
know
she's
done
a
mistake
and
I
know
what
she's
done
throughout
multiple
municipalities.
This
is
a
change
agent
right
here
and
so
she's.
Not
the
answer
to
anything,
but
she's
got
everything
that
you
would
need
to
help
jump-start
the
things
that
you
want
to
do
as
a
community
very
quickly.
I'm
gonna
send
this
to
pat
pat.
H
You
can
share
this
presentation.
This
is
called
the
implicit
bias
test
from
Harvard
University.
This
is
something
that's
very
non-threatening.
This
is
something
that
you
go
into
your
computer
y'all,
don't
mind.
If
I
take
my
jacket
off,
you
could
click
on
this
link.
You
can
take
this
test
and
what
it's
going
to
do
is
it's
going
to
blink
up
images
every
every
minute.
Every
second
and
happy
bling-bling
and
you're
gonna
have
to
answer,
and
it's
gonna
say:
do
you
see,
for
instance,
a
face
of
a
person?
H
Do
you
see
a
person
who
black
brown
Muslim
what
happened
and
it's
gonna
ask
you
you're
going
to
keep
answer?
It's
gonna.
Take
you
about
20
minutes,
you
do
it
all
in
the
private
and
then
at
the
end
of
it.
You
get
this
test
and
it
tells
you
how
biased
you
are
and
who
you're,
biased
against
and
so
Pat
said.
H
I
Obviously,
this
goes
back
to
that
notion
of
emotion
and
that
it's
present
we
will
never
be
able
to
get
rid
of
it
and
it's
obviously
the
thing
that
encompasses
bias
our
life.
Our
stories
come
into
that.
So
we
want
you
to
stretch
your
comfort
zone.
Many
of
you
already
have
there,
there's
really
no
way
that
you
could
be
in
these
positions
without
having
done
that.
However,
then
you
also
become
comfortable
in
that
place,
so
stretching
that
comfort
zone
to
really
go
out
into
your
communities
and
get
that
people
can
set
it
perfectly.
I
Pat
said
it
perfectly
that
aren't
at
the
table
that
aren't
the
ones
speaking
up
that
do
have
a
lot
to
say
that
just
don't
know
how
and
we
have
to
go,
find
those
people
so
don't
be
afraid
to
question
yourself
in
doing
so,
be
open
to
change.
Don't
react
to
fence
defensively
when
someone
says
something
you
don't
want
to
hear
cuz
most
often
when
they
have
something
to
say:
I'm,
not
positive.
I
Those
people
aren't
coming
here
and
lining
these
walls
and
saying,
although
I
love
that
the
the
first
thing
she
said
right
and
she's
extremely
emotionally
intelligent.
Let
me
give
you
something
positive
first
and
then
let
me
hit
you
and
I
don't
mean
that
in
a
bad
way
right,
but
that's
exactly
what
we
all
have
to
do
with
stretch
that
comfort
zone
to
be
able
to
take
both
of
those
things
in
engage
learning.
H
Sure
make
a
conscious
effort
to
learn
more
about
other
individuals.
Let
me
say
that
as
well
as
their
group
or
where
they're
from
recognizing
that
the
interaction
with
one
person
does
not
predict
or
explain
group
norms.
Let
me
tell
you
something:
I
did
a
couple
weeks
ago
as
a
part
of
my
diversity.
What
I'm
always
looking
to
put
myself
in
situations
that
are
uncomfortable,
so
I
went
to
a
dinner
months
ago,
breaking
her
fast
with
my
Muslim
brothers
and
sisters,
and
so
then
I
went
back
to
a
fast
break.
H
In
a
couple
of
weeks
ago,
I
was
talking
to
a
gentleman
I
had
seen
him
three
or
four
times
and
finally
said
you
know:
you're
a
fascinating
individual
people,
that's
very
nice
of
you
and
instead
of
asking.
Why
would
a
conservative,
dumb
coach
like
working
from
and
I
yeah
I
knew
his
religion
was
different
than
mine?
I
said?
Can
you
just
tell
me
one
thing
about
you
that
you
would
consider
to
be
unique
or
that
maybe
I
wouldn't
know
about
you?
H
H
He
walked
and
he
took
my
hand
and
he
said,
listen
to
me,
you
don't
have
to
believe
what
I
believe
in
how
I
believe
I'm
just
asking
you
to
kneel
and
pray
over
a
common
difference
and
when
I
say
whatever
I
say
what
we
say
in
the
Muslim
language.
All
I'm
asking
you
to
say
is
my
god
is
great
and
he
is
to
be
reference,
so
I
did
it,
but
then
they
stood
up
got
there
and
at
5:30
I
was
in
the
Memphis
surgery
stand-ups
in
telling
you
the
powerful
moment
he
grabbed
me.
H
I
walked
out
of
there
change
man,
because
I
experienced
something
that
was
completely
out
of
my
comfort
zone
was
diametrically
opposed,
but
I've
been
sitting
watching
images
and
news
and
talking
to
people
at
this
Muslim
brother
they
trying
to
proselyte
me
or
change
my
world
or
anything.
He
just
said
we
have
the
common
gift
of
Prayer.
Can
we
just
kneel
and
pray
together?
H
That's
religion,
separate
church
and
state,
whatever
it's
no
different
when
you're
dealing
with
money,
it's
a
little
different
when
you're
dealing
with
politics
there
to
be
the
one
to
interact
with
others
and
have
those
vulnerable
moments
and
ask
those
questions,
because
what
I
have
found
over
and
over
and
over
again
there
is
more.
The
Ignite
system
pulls
us
apart.
J
I
Just
booked
like
one
of
the
easiest
ways
to
do
that
that
we
find
very
accessible
to
people
other
than
saying.
What's
your
name
where
you
from
what's
your
story,
one
of
the
ways
that
we
see
we
just
say:
what's
the
fun
fact
about
you
that
that's
a
very
accessible
non-threatening
it
doesn't,
it
could
be
super
personal,
it
could
be
religious,
it
could
be
my
favorite
colors
blue
right.
It
could
be
any
of
those
things,
but
that's
something
that
gets
you
into
those
people's
minds
in
a
way
to
engage.
I
Then
one
of
those
things
as
you
kind
of
continue,
that
on
is
expanding
the
way
and
to
whom,
with
which
you
speak.
That
is
one
of
the
ways
and
probably
the
reason
Ken
and
I
became
friends
and
colleagues
over
the
last
eight
years.
Ken
has
said
things
to
me
that
I
tell
you
whenever
one
to
here
and
vice
versa,
and
there
is
a
mutual
respect
in
that
I'm
sure
you
all
have
probably
done
this
at
your
table.
I
But
if
you
haven't
find
somebody
who
can
be
your
accountability
partner,
especially
as
it
relates
to
bias
equity
moving
you
along
that
continuum,
that
line
of
really
engaging
people
around
you
and
not
making
things
equal
but
making
things
equitable.
It
is
very,
very
different,
but
and
I
love
this
last
question:
are
we
better
off
with
people
thinking
it
and
not
telling
us,
and
certainly
that
answer
is
no?
I
If
I
were
you
and
I
and
I
think,
and
we
share
a
lot
of
commonalities
as
a
leader
I
want
to
know,
it
may
not
be
things
that
I
want
to
hear.
I
may
not
be
able
to
fix
it
right
away,
but
I
certainly
want
to
know
and
have
those
courageous
conversations.
If
you've
not
seen
the
book,
it
has
literally
called
courageous
conversations.
It
will
open
your
world
in
the
way
that
you
deal
with
people
on
a
much
deeper
level.
I
invite
you
to
look
at
that
common.
I
This
last
one
is
kind
of
sums
everything
up
in
the
way
that
we
deal
with
and
look
towards
making
things
equitable.
If
you
mess
it
up,
you
gotta
own,
it
clean
it
up
and
that
sometimes
the
hardest
thing
for
any
of
us
in
any
position
of
leadership
is
to
say
my
bad
I
own.
That
I
did
it
wrong.
Take
ownership
in
our
relationships,
personal
professional
and
then
certainly
with
the
people
and
with
whom
we
lead.
And
can
you
want
to
talk
about
that
last
thing:
abayas,
yep,.
H
E
H
And
then
people
would
treat
her
differently.
This
was
30
years
ago,
but
the
equity
of
that
is
now
30
years
later,
she's
in
her
mid-70s
for
those
people
that
she
works
with
worked
with
for
years.
She
still
talks
to
them
almost
every
day
they
shared
things
because
they
build
equity
because
they
learned
to
work
through
the
difference
in
the
assumption
and
the
biases,
and
they
found
out
some
of
the
heck.
They
were
raisin
or
people
who
are
pushing
or
whatever
that
we
all
got
some
wrong
in
the
game.
H
We
got
to
own
up
to
clean
it
up
in
the
buscoyos
next,
one
we're
about
done
doctor
say
how
many
good,
no
donna
Brazile
we're
on
our
way
to
taking
some
questions
here.
Donna
Brazile
net
and
christy
kept
asking
me
in
our
way.
We
gotta
plan
this
out.
When
do
this
time?
What
are
you
gonna?
Do
a
dog
brazil
you've
asked
me
six
times
over.
I
said
I
got
to
do
these
dog
bazzill
store
no,
but
why
is
that
in
there?
H
So
because
she's
hardwired
administratively
a
certain
way-
and
I
am
the
one
who
drives-
who
has
the
GPS
and
doesn't
use
it,
because
I
can
remember
how
to
get
there
and
then
we're
lost.
And
then
you
know
what
that's
like:
donna
brazile
made:
Thurgood
Marshall
Supreme
Court
justice
at
a
diversity
breakfast
in
a
city,
a
municipal
city
that
was
just
having
a
breakfast
to
bring
in
a
prominent
speaker
and
they
one
of
the
youth
in
that
city
to
meet
them.
Look
at
Donna,
Brazile,
now
she's
doing
things
on
a
nice
level.
B
H
If
you
want
it
to
them
right
is
that
right
people
say:
oh,
that's
a
different
comment:
yeah,
that's
putting
out
there
to
be
able
to
say
I
didn't
feel
good,
maybe
to
some
to
some
they
may
have
chuckled,
but
we've
got
to
be
able
to
be
open
and
not
slam.
Somebody
because
we
disagree.
Women
and
leadership
is
a
big
thing
and
listen.
Anything
and
Donna
said
at
the
age
of
nine.
H
When
she
worked
to
elect
the
City
Council
candidate,
who
had
promised
to
build
a
playground
in
her
neighborhood,
the
candidate
won
the
swingset
was
installed
and
after
that
she
made
a
decision
because
she
met
third,
but
at
9:00
to
go
into
politics.
Make
this
run
work
diversity,
she
says,
is
critical
to
the
success
of
a
community
put
equity
there
and
it
must
start
with
a
building
with
building
an
infrastructure,
supportive
of
its
development.
H
You
can't
sit
here
at
this
table
and
then
you
have
leadership
who
doesn't
support
equity
diversity
and
inclusion,
and
you
can't
just
hire
somebody.
You
got
to
walk
the
talk,
talk
to
walk,
you
got
to
make
it
happen.
She
acknowledged
that
there
can
be
objections
and
fears
about
diversity
or
equity.
That
said,
it's
a
zero-sum
game.
People
will
find
a
way
to
get
others
more
actively
engaged
number
one.
We
cannot
rub
off
naysayers
who
frown
upon
diversity.
She
says
quote:
we
have
to
keep
talking
to
them.
We
cannot
write
people
off,
we
must
keep
communicating.
H
H
I
We
want
to
leave
you
with
an
equation
that,
hopefully,
is
one
of
the
ways
that
you
can
get
to
greater
equity
and
you
can
define
what
equity
is
and
where
you
see
that
in
your
in
your
work
in
your
day
and
your
professional
on
your
personal,
so
forward,
progress
right
is
equity
towards
equity.
It's
a
new
perception
of
yourself,
so
self-awareness
emotional
intelligence,
plus
the
perception
of
your
city
and
looking
at
it
differently
or
through
the
same
eyes
through
the
eyes
of
those.
I
Next
to
you
around
you
and
plus
a
clean
slate
that
we
know
there
are
things
that
we're
never
going
to
be
able
to
solve
holy
and
holistically.
What
we
can
do,
however,
is
start
from
a
clean
slate
and
begin
to
build
them
to
be
more
equitable,
and
if
we
do
it
at
home,
literally
in
our
own
backyard,
then
we're
going
to
create
a
larger
and
more
holistic
change.
It.
J
H
So,
thank
you
because
you
weren't
trained
tonight,
you
were
engaged.
We
felt
your
hearts.
You
felt
our
energy
and
I
saw
the
change
in
this
room,
your
quiet
at
first,
but
when
I
asked
you,
how
closing
you
all
acknowledge,
we
may
not
be
where
we
want
to
be,
but
daggone
it.
Oh
we're
close
and
my
challenge
to
you
is:
if
you
work
harder
together
and
you
will
take
and
wipe
some
of
the
slate
clean,
I'm,
not
saying
some
things
can't
be
wiped
off
without
you
talking
about
it.
H
Okay,
we
started
this
with
building
strength
and
I
want
to
say
we
are
Evan's,
Evan's
been
strong,
that's
who
you
are
and
that's
why
we
want
to
be
able
to
look
into
that
Kim
and
say
we
know
we
have
our
problems.
We
know
I
have
a
shortcomings,
but
this
is
not
a
team
of
managers.
You
are
a
team
of
leaders
and
your
job
is
not
just
to
lead
this
city.
It's
to
transform
this
city
get
this
close
and
for
anybody
who
wants
to
share
a
concern.
H
What
I
found
out
tonight
is
if
they
will
come
and
work
within
the
process
and
speak
within
the
context.
You've
got
some
people
here
who
really
want
attention.
So
thank
you
on
behalf
of
two
humble
people
who
got
to
drive
to
a
fabulous
City
to
engage
some
folk,
and
our
hope
is
that
we've
said
that's
something:
we've
encouraged
you
that
we've
left
you
with
the
expectation
that
you
are
the
leaders
and,
if
there's
work,
to
do
in
the
future,
we'd
love
to
come
back
and
do
something
even
deeper
Thank,
You
patty.
Thank
you,
sir.
H
H
That's
wonderful,
so
my
dope
for
my
IU
friends
is
I
who
and
for
what
not
there's
a
great
rivalry
like
there
is
amongst
amongst
a
lot.
But
northwestern
is
a
part
of
that
big
tin
that
big
12
system.
We
get
called
out
into
communities
a
lot
because
we're
educators
and
we're
the
unusual
suspects.
You
know
people
like
oh
wait
a
minute.
D
G
J
G
G
So
my
hope
is
that
when
we
leave
from
here,
we
will
be
offering
up
over
the
next
couple
of
weeks
a
series
of
immersion
experiences
so
like
what
Ken
was
talking
about,
so
that
you
might
go
into
a
community
that
you're
not
familiar
with
or
into
a
space
or
a
situation
and
experience
that
community,
with
the
hope
that
we
will
build
a
sense
of
what
our
community,
what
our
communities
like,
why
our
community
needs
and
that
this
will
be
an
ongoing
conversation
about.
How
do
we
engage?
G
A
C
Know,
and
then
again
this
is
this
is
just
the
beginning.
I
think
think
it
was
important
too,
but
you
know
we're
really,
then
intensifying
the
efforts
now
with
equity
in
empowerment
and
appreciate
you
all
taking
the
time
we'll
welcome
your
feedback
about
this
and
about
your
ideas
of
what
makes
senses
I
think
you
all
have
said
before
how
much
you
enjoy
sitting
at
a
table
like
this.
B
C
How
it's,
how
it's
much
more
conducive
for
conversations
and
training
and
you'll,
be
back
here
in
a
few
weeks
talking
about
affordable
housing,
but
if
you
would
like
to
do
more
of
this
to
talk
about
one
of
the
issues,
I
think
you
know
a
couple
dozen
things
I
took
away
from
from
this
tonight,
any
one
of
which
could
be
a
believe
Ning's
conversation,
so
with
a
forty
or
feedback
and
Fantas
as
well.
Thank.
F
Bizarre
right,
no
I,
just
wanted
to
great
guys
and
share
with
you
I
would
be
interested
to
get
your
feedback
right
now
with
Lance
West
I
definitely
came
in
with
with
my
biases
I,
defend
the
arrogant
and
what
am
I
gonna
hear
now
be
in
the
black
room,
and
so
thank
you
for
acknowledging
that
and
just
throughout
the
day
months
leading
up
to
this.
We
all
get
our
phone
calls
and
folks
who
into
what
equity
is
a
diversity
and
the
other
experts
on
80,000.
F
Do
we
have
to
listen
to
jump
any
don't
at
a
given
game,
but
I'm
thankful,
I
needed
this
reminder
that
I've
always
said
it
like.
If
we
get
together
whatever
we
agree
to,
we
can
manage
our
issues
when
we're
all
on
the
same
page
and
I
think
as
leaders
we
need
it
to
be
reminded
of
that.
So
I
want
to
say
thank
you
and
then
also
to
dr.
Afghan.
Allah
said
last
night.
F
She
has
a
big
boulder
to
carry
around
everyone,
has
their
own
opinion
added
to
him
and
thought
on
what
she
should
be
doing,
what
she
is
and
isn't
doing
and
I'm
just
thankful
that
we
took
this
first
step
into
a
lobby
of
well
I
mean
evolved,
welcomed
our
criticism.
He
was
brave
enough
to
you,
know,
fight
for
the
position
that
we
all
agree
to.
So
here
we
are
not
all
of
us
in
it
on
camera,
and
this
is
our
first
there.
F
So
I
hope
that
we
continue
to
take
steps
like
this,
which
I
think
we
all
need
that
we're
all
in
different
places
and
our
thought
opinions
on
that
when
University
you've
already
seen
we're.
Finally
talking
about
this
is
the
big
gorilla
it's
been
in
the
room
and
we
never
really
get
to
discuss
and
you've
taken
us
to
that
first
row,
so
I
just
say.
A
All
right
motion
to
adjourn
I
need
a
job.