►
From YouTube: Graviton Training Session #2: Conflict transformation
Description
we are going to study Conflict transformation according to J.P Lederach, send the whole book, a summary in english and a summary in spanish.
1) Lederach: Little book of conflict transformation https://professorbellreadings.files.wordpress.com/2017/10/the-little-books-of-justice-peacebuilding-john-lederach-the-little-book-of-conflict-transformation-good-books-2014-1.pdf
2) Lederach Summary: http://peacebuildingforlanguagelearners.pbworks.com/w/file/fetch/73426925/Lederach%20
3) (Español) Resumen del libro de Lederach https://drive.google.com/file/d/1bY_IQUtQeV76mbuLp4s6sRbrAFDOGVx-/view?usp=sharing
In the second part of the talk, we are going to connect the dialectic process in philosophy and the term "antifragility" according to Nicolas N. Taleb.
4) Taleb, Antifragile. Things that gain from disorder https://drive.google.com/file/d/1KiuG5ye52VikNqPPBCvm2D0AxvcJBNrm/view?usp=sharing
5) (Video) Antifragile https://www.youtube.com/watch?v=S3REdLZ8Xis
And in the third part we are going to cover Johan Galtung's transcend method to transform conflicts, to end with a reflection on how to see conflict management as a political philosophy
6) Galtung, Conflict transformation by peaceful means https://www.issuelab.org/resources/19719/19719.pdf
7) Burton, Conflict resolution: Towards problem solving
https://core.ac.uk/download/pdf/51092982.pdf
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A
A
A
A
I
want
you
to
frame
it
to
a
conflict
or
a
situation
that
you
have
had
in
your
life
that
you
can
associate
to
the
things
that
we
are
going
to
talk
about
and
a
conflict
that
you
have
had
in
your
life
that
maybe,
when
you
had
that
conflict,
it
seemed
something
really
big
and
something
that
wasn't
going
to
solve.
But
then,
after
a
time
right
now,
you
can
see
that
conflict
as
a
gift
as
an
opportunity
that
taught
you
something
as
an
as
an
opportunity
for
you
to
grow.
A
What
is
constant
and
I
I
would
like
to
present
this
first
image
that
refers
to
a
really
basic
source
of
conflict,
and
this
conflict
is
when
we
are
in
in
our
own
points
of
view,
and
we
are
not
able
to
understand
the
other
points
of
view,
and
sometimes
reality
is
not
one
or
another
point
of
view
is
just
a
composition
of
both
of
them.
So
a
conflict
is
when
some
two
or
more
people
like
try
to
to
to
impose
a
vision
of
reality
that
they
think
that
is
the
whole,
and
that
is
the
truth.
A
A
So
this
is
a
very
easy
example
of
how
communication
can
take
us
to
a
good
agreement,
and
this
that
there
were
once
two
sisters
that
were
fighting
for
an
orange
and
then
her
the
mom
decided
to
split
the
orange
in
half
and
she
gave
half
of
the
orange
to
each
one.
But
then
she
saw
that
one
was
squeezing
the
orange
to
make
some
juice
and
the
other
one.
Just
peeled
some
of
the
skin
of
the
orange
to
make
a
cake,
and
then
she
threw
the
pulp
into
the
garbage.
A
But
sometimes
we
just
use
these
kind
of
prisoner
dilemmas
where,
where
they
are
fixed
and
they
and
to
to
like
model
our
our
reality
or
to
think
about
reality,
and
and
sometimes
we
need
to
think
out
of
the
box
and
to
see
how,
through
communication,
we
can
create
opportunities
that
are
not
shown
in
the
first
moment
that
are
not
present
in
the
first
moment
so
for
conflict
resolution.
We
need
to
ask
ourselves
deeper
questions.
When
we
see
a
conflict
is
what
do
each
of
the
participants
and
of
the
parties
want
in
the
conflict.
A
What
are
their
needs
and
what
are
their
interests?
Maybe
in
this
case
to
to
see
a
nine
benefits
more
this
person
and
to
see
a
six
benefits
for
this
this
person
and
if
they,
if
they
talk
they,
they
can
never
benefit
to
say
it's,
neither
six
or
nine
or
maybe,
if
he
talks
with
him,
they
can
both
say
yeah.
It's
six,
it's
not
a
fixed
situation,
but
it's
something
that,
through
that
a
dialogue,
you
can
come
to
a
to
a
better
state
of
of
the
one
that
you
started.
A
B
A
A
I
mean
yes,
I
I
love
this
definition,
because
we
can
see
conflict
as
something
that
that
tries
for
for
change,
and
that
obeys
non-linear
thinking
when
when
when
sometimes
we
have
a
linear
thinking-
and
we
think
that
our
ideas
are
going
to
be
the
the
ultimate
truth.
But
we
have
to
see
truth
and
and
as
an
evolution
as
a
continuous
evolution
of
a
dialectic
process,
and
if
we
wouldn't
have
conflict
like
our
life
would
be
monotonous
would
be
flat.
A
A
A
dialogue
is
when,
when
you
incorporate
the
other
person
and
and
put
in
the
other
person's
shoes,
and
a
monologue
is
when,
when
only
you
talk
so
conflict
is
an
expression
of
diversity.
Conflict
is
an
expression
of
the
other
conflict
is
an
expression
of
the
points
of
view
that
you
are
not
seeing
and
is
also
a
gift
for
you
to
broaden
and
to
improve
and
to
and
to
and
to
incorporate
others
to
to
to
fulfill
our
needs
and
to
evolve.
A
A
Instead,
if
we
treat
conflict
with
dialogue,
we
can
promote
peace.
So
it's
like
changing
our
mindset
of
how
we
respond
to
conflict.
If
we
respond
to
conflict
with
violence,
we
are,
we
are
stopping
and
we
are
inhibiting
from
the
change
process
that
it
can,
that
each
embodies
that
the
the
conflict
has
within
so
instead
of
reacting
with
violence,
when
we
have
a
conflict,
we
have
to
unders
to
to
think
what
is
this
conflict
teaching
me?
Why
am
I
having
this
conflict?
A
It
is,
we
have
conflict
within
ourselves
within
the
others.
We
have
conflict
with
our
institutions.
We
have
conflicts
with
our
communities
and
sometimes
even
conflicts
happen
without
intention.
Maybe
you
have
the
best
intention
to
do
something
and
then
you
like
forgot
and
and
yes
a
conflict
arose,
but
you
have
to
respond
to
that
and
you
have
and
you
have
to
to
see
it
as
something
that
that
needs
a
response.
A
That
is
why
why
it
is
and
can
be
seen
as
a
dialectic
process,
so
rather
than
seeing
peace
as
a
as
an
end-state
and
static
idea,
conflict
transformation
be
use
peace
as
a
continuously
evolving
and
developing
quality
of
relationships.
So
peace
is
not
like
yeah,
we
have
peace
and
we're
not
gonna
have
any
conflicts
anymore.
A
How
do
we
end
something
not
desired
and
build
something
we
do
desire?
That
is
a
stopping
point
when
you're
in
in
the
middle
of
a
conflict,
you
ask
yourself
this
question
and
you
can-
and
you
say,
okay,
if
I
continue
with
this
path,
I
am
going
to
have
the
same
responses.
I
have
to
change
my
behavior.
I
have
to
change.
How
am
I
seeing
the
conflict?
A
A
synthetic
synthesis
is
not
an
end
state
of
truth
that
synthesis
always
have
an
aestheticist
and
that
always
that
also
leads
us
to
the
that
is
the
evol,
the
the
process
of
evolution
and
what?
How
can
we
see
this
as
the
apparition
of
of
conflict
as
the
operation
of
a
dialogue
of
another
actor
that
contraries
our
our
our
dialogue
and-
and
this
is
from
plato
and
hegel.
But
here
we
can
also
see
how
mark
talks
about
this
dialectic
cycle
in
in
his
theory
of
dialectical,
materialism,
that
is
the
like.
A
But
this
is
not
like
the
purpose
of
this
topic
of
this
of
this
session,
but
he
states
the
difference
between
the
value
of
use
and
the
value
of
exchange,
and
I
I
think
that
we
are
still
stuck
in
in
that
division,
where
we
give
value
to
what
can
be
exchanged
and
not
value
to
what
we
can
use
or
what
we
need.
So
it's
like
a
change
of
paradigm
that
we
are
that
we
are
still
having
and
and
even
to
under,
to
reflect
on.
A
How
do
we
measure
human
labor,
because
we
are
measuring
human
labor
according
to
what
is
productive
to
the
economic
system
and
we
are
not
giving
the
value
to
human
just
for
for
for
the
essence
of
living
being
part
of
a
society
and
being
part
of
this
world.
But
I
think
this
is
something
that
is
amazing
and
and
and
to
live
in
this
moment,
because
this
whole
boom
of
ubis
and
this
boom
of
the
centralized
economies
and
of
those
is
something
that
is
also
looking
to
to
to
change
that.
A
But
okay,
now
I
want
to
go
back
to
letterx
to
letter,
and
this
is
what
he
calls
a
transformational
platform.
So
if
we
see
that
evolution
comes
from
an
spiral
process
and
add
a
dialectic
process
from
synthesis
from
a
thesis,
antithesis
and
synthesis,
we
can
see
this
transformational
platform
as
something
that
promotes
and
accepts
the
inputs
from
from
the
system
to
deliver
answers
that
that
are
dynamic
and
that
dynamize
and
speed
up
the
change
process.
Instead
of
slowing
it.
A
So
we
we
are
talking
about
this
is
spiral
process
that
that
that
have
that
have
to
move
to
in
order
to
evolve.
But
how
can
we
like
catalyze
conflict
into
something
good,
and
I
am
proposing
this
framework
for
conflict
analysis
that
is
based
on
the
three
p's?
But
here
are
four
ps
and
relating
it
to
the
process
of
non-violent
communication,
where,
first,
when
a
conflict
arises,
you
have
to
start
an
observation
process
to
see
who
are
the
actors?
A
A
A
What
has
been
the
management
given
and
how
can
we
improve
that
management?
How
how
has
been
the
communication
between
the
part
and
to
make
a
chronology
of
how
the
conflict
has
been
evolving
over
time
when,
when,
when
we
do
that,
we
can
identify
the
needs
in
order
to
propose
possible
solutions
that
can
be
seen
as
formulating
requests.
A
So
you
know
to
propose
possible
solutions.
We
need
to
compare
with
reference
and
signals,
because
sometimes
we
think
that
a
conflict
is
the
first
time
that
is
happening,
but
as
conflict
is
something
that
has
been
with
humans
throughout
history,
it's
very
difficult
that
the
there
is
a
conflict
that
we
have
had.
A
A
We
are
being
fragile
or,
and
we
are
being
resilient
if
we
are
having
the
same
problem
over
and
over
again,
and
we
are
just
letting
it
pass,
but
we
need
to
be
anti-frail
as
like.
If
we
had
a
conflict,
then
we
are
not
going
to
have
that
conflict
again.
We
are
just
going
to
improve,
and-
and
this
is
a
grasp
of
how
like
antifragile
works-
and
I
really
like
it
because
I
I
want
to
like
have
an
example
on
this
and
like
the
idea
of
immutability.
A
A
We
changed
to
this
idea
of
economic
consent.
That
is
a
morality
prior
idea,
and
it
is
what
is
leading
us
right
now
to
have
like
layer,
2,
implementations
and
prolapse
that
that
comes
from
this
innovative
idea
of
economic
consent
rather
than
just
immutability
and-
and
it
is
a
really
good
example,
because
because
immutability
is
an
idea
that
when
it
breaks,
then
you
cannot
have
it
again.
It's
it's
a
very
fixed
idea,
but
so
so
it's
not
anti-fragile,
but
to
have
economic
consent
is
something
that
we
can
resist
shocks
and
innovate
from
them.
A
And
if
we
had
a
conflict,
then
now
we
we
learned
from
that
conflict,
and
that
is
not
going
to
happen
to
us
again
and-
and
we
can
see
the
the
benefits
of
having
that
problem
so
that
now
we
we
also
care
for
the
cultural
build
in
in
dallas
and
not
just
like
to
having
a
a
technological
organization
that
that
can
be
like
a
a
perfect
machine,
but
it's
not
a
a
friendly
to
human.
So
what
we
are
doing
with
these
cultural
builds
with
this.
A
And
this
is
a
really
good
example
of
antifragile,
because
we
sometimes
tend
to
over
technologize
and
underestimate
the
might
of
the
equivalent
of
these
small
wheels
on
suitcases
that
will
be
steering
us
from
the
for
the
next
millennia
I
mean
here.
You
can
see
that
the
cutting
the
cooking
utensils
from
pompeii
are
hardly
different
from
the
ones
found
in
today's
good
kitchen.
A
Antifragile
things
are
things
that
that
can
stay
the
same
and
improve
over
time,
and
sometimes,
when
we
think
of
on
the
future,
we
forget
about
the
small
things
that
have
been
with
like
accompanying
the
all
our
human
life
and
our
human
essence
and
our
societies
from
from
from
from
the
start
to
the
end.
So
it's
we
cannot
plan
our
future
like
without
cooking
autumn
seals,
and
we
should
think
of
our
ideas
to
be
as
dispensable
as
as
indispensable
as
cooking.
A
If
conflict
management
wouldn't
be
important,
like,
I
think
world
religions
wouldn't
talk
of
it,
but
we
can
see
that
each
religion
has
its
point
of
view
to
address
conflicts
and
their
concern
of
about
managing
conflicts
refer
to
us
that
this
is
something
that
we
are
going
to
keep
having
for.
The
rest
of
the
life
and.
A
A
Conflict
is
a
source
of
violence
and
conflict
as
a
source
of
development.
The
conflict
worked
as
the
third
role
as
preserver,
transforming
and
conflict
by
avoiding
violence
and
promoting
development.
Well,
the
the
conflict
worker
is
something
that
has
been
like
one
of
the
first
ways
to
address
conflict
in
in
human
life.
So
it's
so
we
in
in
the
future.
We
are
going
to
still
need
conflict
workers,
even
though
we
have
a
super
automatized
future.
I
I
am
really
hard
to
believe
that
our
conflicts
can
be
solved
by
a
machine.
A
I
think
that
this
is
something
very
human
and
that
this
is
something
that
has
that
has
to
be
very
human
and
that
the
conflict
workers
are
going
are
like
these
small
wheels
that
we
have
had
through
through
human
history
and
that
we
can
still
have
in
the
future,
because
they
sometimes
somehow
they
managed
to
work
and
in
the
beauty
store.
It
says
that
everything
grows
together
in
mutual
causation.
Conflicts
has
no
beginning
as
and
no
end.
We
all
share
the
responsibility.
A
No
single
actor
carries
the
responsibility
and
no
single
actors
carries
all
the
guilt.
This
is
something
that
we
are
also
working
on
here
in
the
tc,
by
having
mutual
accountability,
because
we
we
all
are
carrying
the
responsibility
of
the
well-being
of
the
community
and
as
gravitons.
This
is
a
very
big
role
that
we
should
that
we
should
have
in
the
community
in
our
different
communities
and
having
the
following
the
christian
thoughts.
A
A
It
is
an
expression
of
the
diversity
of
interests,
ideas
and
points
of
view.
It
arises
in
all
human
relationships,
like
crisis
can
be
excellent.
Opportunities
to
grow,
emerge,
stronger,
learn
and
improve,
and
that
when,
assuming
that
conflicts
are
negative,
people
and
institutions
tend
to
fear
them
and
adopt
one
of
these
two
attitudes
they
resort
to
force
or
they
ignore
them,
and
neither
of
them
is
trying
to
transform
the
conflict
into
something
positive.
A
When
you
research
to
force,
you
enable
the
change
that
comes
with
with
conflict,
and
when
you
ignore
them,
you
are
also
in
enabling
yourself
from
from
from
the
opportunity
of
addressing
the
conflict.
So,
instead
of
letting
things
go
or
just
fighting
with
them,
we
need
to
see
conflict
and
understand
it
and
and
and
put
our
efforts
into
improving
from
the
initial
situation
that
we
had.
A
B
A
B
A
Yes,
so
when
conflict
arises,
both
both
parties
believe
that
they
have
the
only
logical
stance
since
like
as
we
saw
the
first
image
since
each
one
sees
the
situation
exclusively
from
their
particular
point
of
view.
But
the
importance
then
the
need
of
dialogue
is
the
mechanism
that
allows
to
search
for
collectively
constructed
solutions
through.
A
They
manage
their
conflict
and
the
endurance
of
this
of
these
situations
relates
to
how
the
people
communicate
and
how
and
how
the
people
can
transform
the
the
the
the
things
that
that
can
be
like
external
or
internal
variables
into
into
their
their
best
institutional
choice.
So,
yes,
that
is
like
the
main
part
of
this
talk
that
I
wanted
to
present
with
you.
And
if
you
have
any
questions
or
comments,
I
would
be
glad
to
open
mics,
because
then
I
am
going
to
have
a
small
small.
C
Workshop,
so
I
really
like
this
idea
of
anti-fragility,
especially
in
a
conflict
management
system.
But
what
does
that
look
like
what
what
does
like?
I
get.
The
idea
like
we
should
make
our
conflict
management
and
con
chance
really
focus
on
the
transformational
aspect
of
how
to
manage
the
conflict
so
that
it
makes
it
anti-fragile.
But
what
does
that
actually
look
like.
A
B
India
itself
has
been
invaded
probably
a
hundred
times
in
the
last
five
thousand
years,
and
it
maintains
its
integrity
because
of
its
and
what
ends
up
happening
is
actually
the
people
who
invade
india
tend
to
be
kind
of
absorbed
by
india,
because
india's
philosophy
is
so
radically
inclusive
that
it.
It
actually
allows
for
these
really
disparate
viewpoints
and
continues
to
remain
integral
within
itself.
B
So
all
of
the
things
which
sort
of
change
underneath
it
are
not
considered
to
be
real
as
such,
and
because
the
entirety
of
indian
culture
is
built.
On
top
of
this
fundamental
philosophy,
it's
much
easier
for
the
changes
which
happen
on
top
of
it
to
be
absorbed
by
the
culture
as
a
whole.
So
just
a
little
example.
B
A
Well,
I
think
that
what
I
can
also
say
about,
how
can
we
identify
fragility
is
when
things
don't
like
change-
and
I
read
this
actually.
This
is
the
the
the
last
paragraph
of
the
book
of
antifragile
and
it
said-
and
he
says
the
best
way
to
verify
that
you
are
alive-
is
by
checking
if
you
like
variations.
A
So
I
think
that
things
that,
like
variation,
are
anti-fragile
things
that
don't
like
variation,
they
are
fragile
or
they
are
resilient
or
they
are
robust,
but
things
that
can't
change.
They
are
alive,
they
can
learn
and
if
they
like
variation,
then
they
are
anti-fragile
because
they
can
change
and
they
can
adapt.
If
you
cannot
adapt,
then
you're
like
fragile
or
resilient
or.
C
Yeah,
I
feel
I
I
feel
pretty
good
about
it.
I
mean
I,
I
guess
I
was
more
more
practical
around
taos
like
what
I
don't
know.
If
anyone
else
in
this
group
has
like
seen
a
anti-fragile
con,
I
mean,
I
guess
most
dows.
Don't
have
a
conflict
management
project
practice
at
all.
Right
like
it's,
just
like
oh
conflicts,
get
bad
and
then
we
ostracize
someone,
but
I
I
I'd
be
curious.
If
anyone
can
think
of
any
dowels
that
have
a
conflict
management
practice
or
a
piece
of
it
that
feels
anti-fragile.
C
When
when
there
was
that
drama
on
sushi
swap-
and
somebody
took
a
lot
of
money-
and
I
don't
know
exactly
what
happened
there-
I
I
just
heard
about
it,
but
I
think
that
if
sushi
survives
after
that,
it
becomes
it's
it's
antifreeze
because
it
has
survived
something
that
could
break
it
and
now
it's
it
left
now
and
because
people
is
involved,
it
learned
from
that
and
and
probably
the
rest
of
the
deafy
space.
Learn
from
that.
B
A
But
these
are
things
that
that
that
have
been
with
human
society
since
beginning
and
and
should
have
and
should
be
also
in
the
decentralized
world.
Sometimes
we
tend
to
over
technologize
things
and
like
think
that
everything
can
be
solved
through
automation
or
that
everything
can
be
predicted,
and
we
lack
sometimes
this
human
nest
and
this
understanding
of
that.
A
C
C
I
guess
like
software
and
protocols
and
stuff,
but
because
the
community
covenant
is
so
radically
inclusive
and
because
the
the
lack
of
hierarchy
is
basically
enforced.
If
that
makes
any
sense,
you
know
it,
but
you
mean
there
are.
There
are
large
holders
that
that
voluntarily
stay
out
of
you
know,
like
overwhelming
the
the
votes
and
stuff,
but
the
anti-fragility
in
one
hive
is
basically
because
of
the
at
this.
C
At
this
stage
is
because
of
the
people
who
are
in
not
enforcing
modeling
and
reminding
that
that
everyone
is
included,
and
all
ideas
are
here
to
be
heard.
You
know
like
we
don't
have
a
gateway
for
who
can
write,
proposals
and
stuff
like
that
and
it's
kind
of
like
it's.
I
I'm
not
even
going
to
begin
to
say
it's
the
best
way
to
run
a
dex,
but
as
far
as
as
anti-fragility,
definitely
you
know,
we
don't
have
a.
A
Well,
yes,
the
idea
of
the
gravitons
is
to
be
people
that
is
trained
and
and
conscious
about
the
importance
of
of
of
communication
and
management
of
conflict
and
that
we
can,
in
our
social
cycles,
in
our
communities
do
good,
but
well
in
this
part
of
the
of
the
talk
I
want
to.
If,
if
there
are
other
questions,
this
is
the
moment,
because
I
am
going
to
make
a
little
workshop.
So
if
there
is
a
comment
or
question,
please
make
it.
C
C
B
The
radical
inclusivity
is
basically
a
habit
of
continuous
and
endless
and
relentless
contextualization,
which
is
to
say
sort
of
figuring
out
how
two
things
are
more
similar
or
more
common
with
each
other
than
they
are
different,
and
to
have
that
be
my
first
priority
when
I'm
cognating
about
any
given
topic.
That's
the
most
important
thing.
That's
that's
for
me.
It's
kind
of
a
personal
habit
which
I
I'm
sort
of
attempting
to
through
various
means,
and
my
involvement
with
gravity
and
other
communities
to
foster
as
a
habit
among
the
people
within
those
communities.
A
A
So,
yes,
it
is
something
that
you
all
can
do
like
privately
and
just
talk
to
yourself
like
that,
like
how
a
conflict
or
a
situation
just
made
you
better,
you
learn
from
it
and
that
that
is
like
the
the
workshop
that
I
want
you
to
to
do.
And
if
someone
wants
to
share
it's
free
and
if
you
don't
want
to
share
it,
there's
no
problem.
C
C
C
It
was
actually
postponed
and
not
done,
because
the
mayor
just
decided
to
sign
away
the
and
the
team
left,
and
there
was
nothing
we
could
do
about
it.
Despite
like.
Basically,
we
had
won
as
a
community,
but
it
didn't
matter
because
the
mayor
was
able
to.
You
know,
circumvent
the
courts
and
let
the
team
leave.
I
was
distraught,
I
was
it
was
a.
It
was
a
major
turning
point
in
my
life.
I
decided
to
basically
become
a
nomad
and
travel
the
world
and
discover
cryptocurrency
not
feel
like.
C
I
was
attached
to
the
seattle
supersonics
or
this
or
the
united
states
in
general,
and
I
you
know,
became
a
a
leader
in
other
communities
that
were
actually
way
more
basketball
team
like
who
cares
right.
So
I
think
this
just
shows.
I
I
think
a
lot
of
people
could
speak
to
this
that
a
lot
of
times
the
worst
things
that
happen
to
people
are
the
best
things
that
happen
to
people.
C
A
Yeah,
it's
it's
normal,
I
mean
all
of
us
have
conflicts,
and
I
mean
we
wouldn't
be
human.
If
we,
if
we
don't
have
conflicts
and
conflict,
is
what
keeps
us
like
changing
and
motivating
and
alive,
and
it's
just
very
yeah
humans
to
accept
that
we
have
conflicts
and
that
and
that
we
we
are
always
going
to
keep
them
having
them,
and
it's
important
just
to
see
them
as
an
expression
of
how
can
we
improve
and
how
can
we.
A
B
I
can
look
at
them
more
objectively
and
I
see
where
yeah,
I
think
everybody
has
triggers
around
different
things
and
different
assumptions
and
different.
You
know
ways
that
they've
been
conditioned
or
raised
to
handle
conflict,
and
I
think
what
I
love
most
about
your
work
juan
and
this
group
and
having
a
space
is
to
normalize
this
and
what
you're
saying
about
you
know.
B
This
is
completely
normal
and
I
think,
like
90
of
the
population,
has
this
tendency
to
contract
and
to
avoid
and
to
you
know,
yeah
mostly
avoid,
and
I
think
the
more
we
can
like
open
to
this,
but
to
be
able
to
open.
You
have
to
feel
like
safe
to
be
vulnerable
and
also
like
this
level
of
comfort
is
different
with
different
people
and
different
relationships,
but
I
think
like
one-on-one,
it's
okay,
but
I
feel
like
the
more
people
you
add
to
like
a
space
or
the
more
people.
B
You
add
the
kind
of
maybe
the
less
trust
or
the
more
contraction
because
it
feels
like.
Oh,
is
it
okay
to
really
open
to
these
people,
and
I
think
part
of
that
is
it
okay
yeah.
It
has
to
be
like
the
right
space
and
environment
and
the
intention
of
the
group
going
in
like
okay,
we're
gonna.
This
might
be
awkward.
This
might
be
really
uncomfortable,
but
let's
go
into
it
because,
probably
we're
gonna.
Have
I
like
this
ability
to
transform
it
to
a
place
where
disconnection
can
become
connection.
B
Can
I
tell
you
about
my
conflict,
please
so
the
very
first
non-violent
communication
group
that
I
founded
in
seattle
when
I
left
the
ashram
there
was
a
guy
who
was
just
there
and
for
the
first
moment
that
I
I
was
just
irritated
as
hell
with
him.
I
just
don't
know
why
you
know
everything
he
said
and
did
was
just
irritating
to
me
and
and
at
some
point
I
realized
that
you
know
I'm
in
a
nonviolent
communication
group.
B
I
should
actually
be
able
to
trust
the
process
to
sort
out
what
that
it
was,
but
it
did
take
quite
a
lot
of
courage
for
me
to
sort
of
learn
to
trust
the
process
and
to
ignore
this
kind
of
violence
that
I
had
learned
to
exist
with
in
my
own
head
and
within
the
different
social
structures
that
I
work
with,
and
it
was.
It
was
weird
because
once
I
did
just
finally
say,
okay,
look,
you
know
I've
got
to
deal
with
this
with
you.
B
For
me
it
was
a
little
bit
like
cracking
the
shell
of
an
egg,
and
now
you
know
I
haven't
looked
back
and
I
realized
that
my
own
maturity
as
a
person
is
basically
dependent
on
my
willingness
to
continue
sort
of
cracking
those
individual
eggs
as
I
encounter
them,
and
now
it's
just
all.
I
really
do
is
look
for
ways
in
which
to
crack
those
eggs
and
and
and
get
to
the
meaty
stuff.
That's
that's
inside
of
them.
You
know.
A
All
thank
you.
Yes,
the
idea
is
that
we
understand
that
conflict
is
normal.
We
all
have
conflicts,
and
it's
normal
also
to
reach
and
to
ask
for
help.
If
you
have
a
conflict,
that's
very
normal,
and
that
is
one
of
the
main
principles
of
this
graviton
training.
This
session
was
to
understand
conflict
as
a
theory
as
a
whole,
but
in
the
next
session
we
are
going
to
go
really
like
on
the
process
of
handling
a
dispute.
A
So
if,
if
you
talk
with
someone
about
the
conflict
that
doesn't
make
you
any
any
less
human
or
any
like
fragile
or
something
when
we
talk
to
another
person
about
the
conflict,
we're
just
looking
to
to
to
to
yeah
get
to
a
better
point
well,
but
that
also
depends
on
who
you
talk
to,
and
that
is
also
why
so
so
important
for
us
to
be
trained,
because
we
are
not
here
to
be
like
the
gossip
group
like.
If
anyone
has
a
conflict,
then
they
come
to
me
and
then
I
tell
their
conflicts
to
other
people.
A
It's
like
I.
I
would
like
you
to
see
this
video
and
to
read
what
is
alternative
dispute
resolution,
and
how
can
we
like
be
a
third
part
to
to
help
on
on
the
health
of
our
communities
and
to
be
a
third
part
in
other
conflicts
or
or
even
in
our
own
conflict,
to
to
address
and
to
and
to
like
help
to
facilitate,
to
transform
the
conflict
into
something
constructive.
A
Now
that
we
understand
that
conflict
is
natural
and
that
conflict
is
going
to
arrive
always
and
that
code,
then
now
we
are
going
to
yeah
understand
how
how
to
easily
manage
conflict,
and
we
within
other
people
and
to
to
become
a
negotiator,
a
negotiator
and
a
mediator.
That
is
like
the
the
ultimate
goal
of
this
of
this
training.
A
That's
the
only
thing
that
I
that
that
I
have
left
to
say,
and
thank
you
thank
you
to
all
of
you
for
your
time
for
your
listening
for
opening
with
these
sessions
for
taking
something
with
you.
We
all
have
conflicts.
Conflict
is
natural
and
we
shouldn't
be
afraid
of
of
talking
about
it
and
to
see
it
as
something
that
always
has
something
that
we
can
learn
from
or
improve.