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From YouTube: Graviton Training Session #7: TEC Code of conduct, management & benefits/requirements for gravitons
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A
Session
and
it's
our
number
seven,
the
next
session
that
we're
going
to
have
is
we
are
going
to
have
a
role
play.
So
this
is
like
the
last
of
the
theoretical
part
of
the
of
the
training,
and
I
am
really
happy
that,
like
everyone
has
given
so
much
attention
and
so
much
energy
into
this
training,
also
the
po
for
this
and
last
week
session
is
the
same.
A
So
that's
why
I
haven't
sent
some
of
them,
but
I
will
be
sending
them,
and
today
I
want
to
present,
like
the
document
that
we
have
been
writing
and
producing
in
in
gravity,
because
the
idea
after
the
end
of
this
training
is
that
we
can
have,
after
the
a
planning
session,
to
design
a
new
roadmap
and
to
plan
our
roadmap
as
a
as
a
as
a
group
after
the
the
training
is
done
so
well.
A
I
want
to
show
you
like
what
was
the
initial
document
where
gravity
like
was
what
was
first
like
sketched
and
it
it
was
this
document
I
mean
I,
I
I
invite
all
of
you
to
like
open
these
documents
and
to
take
some
time
to
read
them,
because
it's
like
a
work
that
we
have
been
doing
for
months,
and
this
is
like
the
the
where
we
first
made
the
proposal
name,
and
why
did
we
do
it?
A
How
are
we
going
to
to
to
do
gravity,
and
he
all
of
this
is
like
the
the
the
basis
that
led
us
to
to
be
doing
this
training
right
now
and
it
says
like
what
we're,
how
we're
going
to
do
it
and
we
are
trying
to
follow
eleanor
ostrom
principles,
especially
four
five
and
six,
and
here
it
is
like
all
the
the
information
that
stands,
how
gravity
what
was
being
built
like.
A
We
want
to
have
transparent
human
monitoring,
and
it's
amazing
that
right
now
we
have
another
group,
another
working
group,
that
is
called
transparency,
and
that
is
like
really
close
to
the
activities
that
gravity
is
doing
and
that
they
complement
each
other
because
they
are
helping
us
in
in
the
the
part
of
the
human
monitoring
and
on
the
mutual
monitoring.
A
And
then
we
are
also
also
trying
to
to
to
help
on
the
part
of
accountability
and
graduate
extensions
and
on
the
part
of
easy
access
for
conflict
management.
So,
like
gravity
is,
is
was,
is
born
in
the
tc
and
is
nurtured
from
the
other
working
groups,
as
we
have
already
had
like
libby
from
the
softbop
working
group.
Presenting
a
session,
both
transparencies
of
gob,
legal
and
and
gravity
are
groups
that
work
really
close
together
and
with
all
the
working
groups.
A
So
like
here
you
can,
you
can
read
what
what
was
the
idea
and
how
we
were
going
to
like
measure
the
the
scale
of
of
the
sanctions
and
the
scale
of
the
problems
and
how
we
were
going
to
promote
a
strategic
nonviolent
communication
and
the
the
alternative
dispute
resolution
mechanisms.
A
So
like
here,
you
can
see
where
we
gathered
all
the
all
the
ideas
to
do
to
do
what
we
are
doing
now-
and
we
have
here
like
draft
for
conflict
management
resolution
program
from
the
tec,
which
can
eventually
support
other
communities,
and
it
says
we
could.
We
could
have
conflict
management
training
once
a
year,
each
one
ending
with
a
with
a
conflict
management
certification.
That
is
what
we
are
doing
and
like
we
are
following
these.
A
A
These
are
the
values
of
the
and
the
principles
of
the
organization
that
we
saw
last
week,
that
is
pro-social
human-centered
safety,
integrity,
open
source,
non-hierarchical,
transparent
account,
accountable
value
driven
so-
and
these
are
some
of
the
reference
that
we
had
to
to
propose
the
the
the
the
process
of
gravity
like
one
of
the
parties
approaches
to
to
an
alternative
dispute
resolution
center.
That
in
this
case,
would
be
gravity
and
request.
A
mediation
gravity
provides
a
list
of
names
of
available
mediators
from
which
the
parties
may
elect
the
mediator.
A
A
A
And
yes,
these
are
like
the
steps
that
we
have
been
trying
to
follow,
and
you
you
can
see
that
this
is
not
like
the
same,
but
we
have
been
taking
some
orientation
from
from
other
institutions.
A
So
yes,
then
we
had
like
some
stories
so
there's
like
a
little
bit
of
background
on
what
we
are
doing.
A
On
top
of
that,
we
have
the
gravity
manifesto,
that
is
the
the
manifesto
of
the
working
group,
what
it
states.
What
is
the
the
goal
that
we
are
pursuing
and
what
is
the
deadline
of
of
our
of
our
scope
of
our
roadmap?
And
this
is
something
that
I
want
to
share
with
you,
because
this
is
also
really
important
for
transparency
like
for
all
the
people
to
understand
what
is
the
manifesto
and
this
is
updated.
A
So
this
is
something
that
we
will
be
working
on
after
the
training
here,
you
can
see
like
what's
our
goal
trained
members
of
the
community
and
skills
to
promote
nonviolent
communication,
empathy,
understanding
and
management
of
conflict
to
build
a
culture
of
well-being
and
trust
between
members
of
the
community
and
also
manage
conflict
and
support.
A
Soft
governance
rules
inside
the
tec,
improve
the
code
of
conduct,
define
graduate
extensions
that,
as
we
saw,
are
not
like
sanctions
to
punish
more
as
sanctions
to
to
restore
and
like
actions
to
teach
people
and
to
correct
behavior,
but
in
a
very
loving
way.
A
We
also
have
been
defining
the
role
of
the
conflict
mediator.
That
is
the
role
of
gravitons.
A
So
yes,
this
is
something
that
we
we
will
have
to
review
as
a
collective
and
like
what
is
the
success
of
our
working
group
that
people
in
the
community
recognize
the
cultural,
build
and
graduate
extensions,
acting
coherently
to
the
values
in
the
organization.
But
when
disputes
arise,
there
are
eclipse
clear
steps
to
follow
in
order
to
receive
assistance
in
the
effective
search
and
implementation
of
solutions.
A
So
this
this
road
map
ends
in
the
11th
of
march,
so
it
ends
next
week
after
after
the
eighth
session,
and
I
I
am
proposing
that
after
we
we
that
in
two
weeks
when
we
have
our
first
generation
of
gravitons,
we
still
gather
at
the
same
time
to
have
like
a
hack
session
on
what
like
contributions
from
the
from
the
con
from
the
gravitons.
Can.
A
Can
we
use
to
design
this
real
news,
this
new
road
map,
because
there
are
some
things
that
we
still
like
need
to
to
to
think
about
like
we
need
to
schedule
the
next
training
that
hopefully
happens
the
same
year?
A
We
also
need
to
define
a
marketing
and
a
relationship
and
a
relationship
strategy
to
search
for
other
organizations
and
to
promote
our
service
between
dows,
so
that
we
can
yes
provide
the
service
and
also
we
have
to
find
like
fast
finance
financial
plans
like
we
need
to
to
do
finance
financial
planning
like
how
are
we
going
to
sustain
the
work
and
how
are
we
going
to
reward
the
gravitons?
A
So
this
is
like
a
very
open
discussion
that
I
I
wouldn't
like
want
to
to
to
to
impose
my
own
point
of
view,
but
rather
I
think
that
between
the
the
the
group
of
gravitas
we
can,
we
can
reach
to
really
good
agreement.
A
Also,
I
would
appreciate,
if
you
can
put
your
name
here
in
this
list
of
members
in
in
the
manifesto,
so
that
we
can
see
all
the
people
that
have
been
contributing
to
this
to
this
working
group.
A
Also,
as
I
have
been
talking
about
transparency,
there
is
this
really
amazing
document
that
septimus
and
ivy
did,
and
I
think
that
is
a
really
amazing
initiative
that
complements
very
well
with
gravity
and
is
to
have
like
audits
of
the
working
groups,
because
if
we
want
to
have
like
transparency,
it's
not
only
to
say
that
we
are
transparent
but
to
have
certain
accountability
methods
that
are
public
where
people
can
see
what
we
are
doing
and
which
stages
are
we
are?
A
We
are
we
on
which
stages
of
our
of
our
roadmap
are
we,
and
the
idea
of
these
audits
is
that
they
are
public
to
the
organization,
so
that,
if
anyone
sees
that
the
the
audit
doesn't
reflect
the
work
that
is
being
done
in
the
in
the
working
group,
they
can
like
talk
about
it
so
that
we
can
see
what
is
happening
and
what
was
the
lack
of
transparency
in
the
working
group
or
what
or
not
just
like
to
investigate
but
more
to
to
to
prevent
and
to
show
that
everything
that
we're
doing
is
is
like
open
to
to
review
and
that
everyone
can
have
access
to
all
the
information
that
is
being
made
and
produced
in
the
tc,
and
also
that
that
we
ourselves
can
show
the
work
that
that
that
we
that
we're
doing
because
transparency
is
it.
A
Is
it's
really
good?
Oh
us
also
to
promote
the
good
things
that
we're
doing.
Transparency
is
not
like
to
show
the
bad
things
that
happen.
No,
it's
like
it
is
like
to
to
to
promote
and
to
and
to,
and
to
invite
people
to,
to
be
very
communicative
for
the
work
that
they've
been
doing,
that
they're
doing
to
the
whole
community.
A
So
does
the
manifesto
reflect
the
current
goals
of
the
working
style
of
the
team,
and
this
was
my
answer
like
our
current
roadmap
proposes
the
start
of
a
conflict
management
platform,
but
we
have
to
update
the
roadmap
regarding
the
next
steps
after
the
hatch
like
they
need
to
offer
management
service
organization,
and
it's
really
important
that
we
as
gravitons
also
support
this
kind
of
jobs,
because
this
is
these
are
jobs
to
to
promote
trust
in
in
the
in
the
community
and
trusting
the
work
that
has
been
done
and
that
and
that
we
have
no
problem
of
of
showing
what
we're
doing
so.
A
I
I
am
saying
that
it
would
be
very
important
to
have
a
hack
session
after
the
graviton
trainings
to
prepare
the
new
strategy
for
post
touch
and
also
to
include
contributions
from
gravitons
and
like
until
now.
A
The
main
task
of
the
contributors
is
to
participate
in
the
gravity,
trainings
and
claim
the
pods,
but
after
the
the
graviton
training
is
done,
like
you
will
have
other
responsibilities
within
the
working
group,
and
I
highly
encourage
you
to
take
responsibilities,
because
this
is
something
that
we
are
promoting
and
that
for
the
success
of
it,
it
needs
like
participation
for
from
from
from
multiple
points
of
view
and
and
different
people,
and
not
just
like
a
unidirectional
way
of
of
doing
things.
A
So,
yes,
I
want
to
show
what
we
are
doing
and
what
we
are
trying
to
be
held
accountable
for
and
and
that
we
are
also
monitoring
ourselves,
and
this
is
a
very
important
issue
also
to
put
in
practice
austrian
principles.
We
are
monitoring
ourselves,
it's
not
an
external
entity
who
is
monitoring
our
our
our
behavior
or
our
or
our
actions.
A
What
the
the
ones
that
monitor
our
activities,
our
ourselves.
A
Here
are
also
the
notes
of
the
working
group
calls
that
we
had
before
starting
this
training,
and
here
are
the
notes
for
for
the
introductory
session
that
we
had
where
people
like
shared
a
little
bit
about
their
themselves
and
like
what
brought
them
there.
So
you
can
like
see
that
this.
What
we
are
doing
is
is
the
product
of
work
that
has
been
done
through
several
months,
and
I
really
like
thank
all
the
people
that
have
been
working
in
these
documents.
A
Like
grief,
libby,
durga,
tamara,
yes,
because
it's
also
the
reflect
of
the
advice
process
that
we
have
in
this
community
that
when
we
have
that,
when
you
have
an
idea,
like
other
people
like
foster
you
to
improve
that
idea
and
give
us
and
give
you
like
other
ideas
to
handle
to
how
to
ground
your
ideas
or
give
you
very
good
questions
that
make
you
reflect
on
on
your
initial
thinking
and
how
you
can
improve
that.
A
So
this
is
something
really
good
from
from
the
for
the
community
to
provide
this
advice
service
and
this
advice
process.
A
So
now
I
want
to
show
what
is
going
to
be
the
form
that
we
are
going
to
feel
for
the
mediation
or
conciliation
sessions,
and
this
is
the
the
mediation
form
like
it's
a
very
standard
form,
and
the
idea
is
that
here
we
put
the
organization
name
like
I
don't
know,
aragon
and
or
like
yes,
any
name
or
the
token
engineering
comments.
A
And
here
we
can
know
what
is
the
organization-
and
this
is
the
mediation
session
that
we
are
going
to
lead,
which
are
the
participants
and
that
are
involved,
and
these
are
some
of
the
ground
rules
of
of
the
the
the
session
and
it's
like
the
participle
to
settle
a
dispute
set
up
in
one
scheduled
mediation.
A
The
mediator
shall
endeavor
to
assist
the
parties
to
settle
the
dispute
by
agreement
and
unless
agreed,
otherwise
the
mediations
the
mediator
shall
not
educate
the
dispute.
Recommend
a
solution
to
the
dispute.
Advise
a
party
on
the
merits
of
the
dispute
or
negotiate
a
settlement
of
the
dispute
in
behalf
of
a
party.
A
The
mediation
proceedings
shall
be
confidential
and
conducted
without
previous
base
basis,
and
the
mediator
shall
not
disclosure
to
any
person
other
than
a
party.
Any
information
first
obtained
during
the
mediation
of
the
dispute
without
the
prior
written
consent,
consent
of
the
parties
on
or
unless
compelled
by
law.
To
do
so.
A
So
this
is
like
a
form
that
gravitons
we
will
have
and
for
every
mediation
session
or
or
or
conciliation
that
we
may
have.
We
are
going
to
take
notes.
We
are
going
to
be
followed
by
these
ground
rules
and
we
are
going
to
take
notes
from
the
session.
According
to
these
steps.
A
This
is
the
these.
These
steps
are
are
very
coherent
to
the
steps
of
non
non-violent
communication,
so
I
am
assuming
that
observation
is
being
done
as
a
as
a
previous
step,
from
the
mediation
and
in
the
mediation.
We
start
with
with
an
initial
observation,
and
then
we
share
feelings,
and
we
take
notes
from
the
feelings
of
the
parts.
A
Then
it's
important
for
every
part
to
to
be
to
feel
heard
and
to
value
each
each
one
of
the
feelings
of
the
parts
and
to
take
the
feelings
as
something
valuable
for
the
for
the
for
the
looking
of
the
solution
of
the
dispute
and
for
the
identifying
needs.
A
Then
we
we
move
into
identifying
needs
on
on
what
caused
the
the
initial
situation
and
what
are
the
needs
that
that
reflect
that
that
that
need
to
be
addressed
through
through
the
through
the
dispute
like
the
dispute
then
reflects
what
are
the
and
the
feelings
then
reflect
what
what
are
the
needs
that
that
are
in
in
like
in
the
center
of
of
of
the
of
the
of
the
conflict,
so
that
we
can
like
also
then
move
to
identify
and
to
propose
requests
where
each
of
the
parties
can
give
a
little
perk
and
receive
a
little
part,
so
that
we
build
the
bridge
between
the
zone
of
possible
agreement.
A
Like
then,
after
we
identified
that
that
the
needs
of
each
of
the
parties
where
can
can
be
like,
can
be
met
and
and
that
we
identify
what
are
the
prior
things
for
each
of
one
of
them.
Then
we
we
try
to
formulate
requests
like
what
can
you
give
and
what?
What
can
I
give
so
that
we
can
meet
halfway?
A
Then
we
would
try
to
talk
about.
What
can
we
learn
from
this,
because,
after
every
dispute
there's
something
that
we
can
learn
and
some
good
outcomes
that
or
inside
points
that
we
can
take
from
from
that
dispute,
then
we
can
have
like
a
reconciliation
ritual.
That
is
something
that
I
like
promote,
but
that
is
also
like
depend
depends
of
the
of
how
the
graviton
feels
about
about
their
process.
A
They
have
certain
autonomy
on
like
if
they
want
to
make
a
ritual
of
reconciliation
or
if
they
want
to
do
a
meditation
or
if
they
want
to
like
just
like
lead
without
without
like,
if
they
don't
know
how
to
lead
a
like
a
reconciliation
result.
Well
yeah.
This
is
not
imposed,
but
it's
really
good
to
wrap
the
the
the
issue
with
that
like
to
say.
A
Okay,
now
that
we
have
talked
all
this,
let's
wrap
this
and
let's
like
move
on
with
our
life
and
the
reconciliation
ritual
that
I
propose
is
onoponopono
that
you,
like
already
have
heard
me,
talk
about
it
and
it's
like
to
people
to
say
to
the
other.
Thank
you.
I
love
you,
forgive
me
or
I
forgive
you
and
I'm
sorry
so,
just
like
pronouncing
this
between
between
two
parties,
those
like
that
like
breaks
the
ice
and
heals
the
wounds.
A
So
it's
like
a
good
way
to
end
the
session,
and
these
are
the
the
only
two
topics
that
are
like
done
by
the
by
the
mediator.
After
the
the
meeting
and
it's
like
was
there
an
agreement?
They
have
to
say
yes
or
no
and
describe
the
agreement
if
necessary,
like
yeah
like
describe
the
that?
What
happened?
A
Not
what
happened,
the
solution
and
what?
What
like
each
of
the
parties
like
gays
and
what
each
of
the
parties
like
received
so
that
we
we
can.
We
can
like
state
like
the
the.
Where
is
where
is
that
or
how
is
that?
That
bridge
was
built
between
between
the
two
parties
and
yeah?
What
what?
What
was
the
the
the
agreement
that
was
that
was
taken
in
the
in
the
in
the
situation?
A
So
this
is
a
form
that
you
you
will
all
have
and
for
when
the
moment
is
right
that
you
have
to
mediate
any
session
and
then
we
will
have
a
spreadsheet
where
we
will
have
only
the
information
relating
to.
If
there
is
to
the.
If
there
was
an
agreement.
A
And
what
was
the
graviton
that
took
the
that
took
the
the
the
case
and
some
like
links
to
follow
the
thread
and
like
the
date
of
of
the
of
the
agreement?
So
it's
like
just
a
registry
that
we
will
have
for
for
for
them
sessions
that
and
and
mediation
services
that
we
provide.
A
Okay,
so
I
will
continue
and
why
why
it
is
so
important
to
receive
the
follow-ups,
and
why
is
it
so
important
to
to
to
certify
ourselves
as
gravitons
and
as
as
I
am
saying
like
I,
I
am
not
making
this
with
my
from
from
what
I
think
only,
but
there
are
reference
that
we
have
been
using
to
to
promote
this
this
this
group
and
one
of
this
reference
is
the
international
mediation
institute,
and
what
do
they
do?
A
They
first
train
the
people
and
then
make
the
people
have
experience
on
the
training
that
they
had
and
then
after
they
certified
the
people.
The
people
is
competent
and
and
able
to
provide
the
service
of
mediation.
So
this
is
like,
inter
an
international
mediation
institute.
That
is
like
that,
like
it's
fully
functional-
and
we
are
also
like
taking
this
this-
like
a
career
pathway,
so
that
after
the
training,
we
will
gain
experience
as
as
gravitons,
and
then
we
will
be
able
to
provide
this
service
to
to
decentralized
organizations.
A
So,
yes,
that
is
the
point
of
this
of
the
certification
that
we
have
taken
time,
that
we
have
studied,
that
we
have
accepted
certain
requirements
of
the
role
and
that
we
have
and
that
we
are
competent
to
provide
the
service
that
that
we
say
that
we
will
provide
and
this
the
mediation
in
disputes-
and
this
is
like
the
the
the
steps
that
that
that
we
have
been
following
to
provide
alternative
dispute
resolution.
A
For
those
and,
as
I
said
it's
like,
we
will
have
these
training
courses
twice
or
three
times
a
year
and
the
people
who
pass
the
training
can
become
part
of
this
trusted
group
of
conflict
resolution.
Supporters.
A
This
is
something
that
I
I
would
like
to
talk
with
the
gravitons
like
when,
when
we
finish
this
training-
and
it's
like,
how
are
we
going
to
promote
maritos,
meritocracy
and
goodwill,
and
and
how
are
we
going
to
have
our
parameters
of
our
of
our
own
dao
or
even
for
the
organization?
A
And
yes,
the
agreements
are
tracked
to
ensure
accountability.
That
is
the
registry
spreadsheet,
but
also
that
document
is
private.
A
So
I
I
just
show
it
you,
because
there
is
nothing
in
that
document,
but
after
the
this
graviton
training,
this,
this
document
is
going
to
be
private
so
that
only
the
graduates
can
see
our
our
registry.
It's
going
to
be
very
private
and
that
the
conflict
management
process
doesn't
end
on
the
pro
a
potential
agreement.
A
Then
we
can
have
kpis
or
follow-ups
or
strategies
to
like
keep
up
and
for
for
some
of
the
conflicts
or
some
of
the
situations
that
may
arise,
and
and
that
we
can
like
see
the
progress
that
they
have
been
having,
after
the
the
the
action
of
of
gravity
and
like
to
see
even
and
to
have
our
own
measurements
of
of
the
impact
that
we
have.
A
If
how
many
conflicts
can
we
like
mediate
or
how
many
of
or
what
are,
the
situations
that
are
harder
or
yes,
these
are
some
like
questions
that
that
will
arise
eventually
and
that
we
will
be
that
that
we
will
need
to
be
prepared
to
to
to
ask
ourselves
and
to
look
for
answers,
and
this
is
something
really
important,
that
this
is
a
very
voluntary
process
that
can
be
called
by
one
of
both
parts
but
to
proceed.
A
A
This
whole
thing
is
based
on
dialogue
and
in
communication,
and
when
and
and
in
recognition
of
of
a
possible
agreement,
but
when,
when
the
parts
don't
want
to
do
that,
then
that
is
the
boundary
where
we,
where
we
like,
where
we
finish
our
or
where
we
can
not
like
push
forward,
and
we
will
need
to
find
what
are
going
to
be
like
the
the
the
the
the
the
scaling
methodologies
that
we're
going
to
use.
If
a
a
problem
cannot
be
solved
through
gravity
like
what.
A
What
is
going
to
be
that
second
layer
that
I
show
here
like
we
are
going
to
have
an
internal
management
layer.
But
how
are
we
going
to
provide
this
or
what
are
going
to
be
the
institutions
that
we
will
rely
on
when,
when
the
the
capabilities
of
handling
the
the
issue
on
an
internal
way,
stay
short
when
he
put
to
a
really
complex
situation?
A
So
what
I
am
saying
here
is
that
we
still
have
a
lot
of
work
to
do
and
that
the
graviton
training
to
end
the
graviton
training
is
not
to
end
your
activity
in
gravity.
A
Instead
of
that
is
to
start
the
activity
in
gravity,
and
after
this
we
will
also
give
start
and
and
to
this
process,
and-
and
we
will
also
like
trying
to
try
to
improve
on
what
we
have
already
been
doing.
A
So
with
that,
I
just
want
to
invite
you
to
the
next
session
that
we
will
be
having
a
a
practical
case
of
a
group
conflict,
and
I
have
designed
this
activity.
A
That
is
the
end
of
the
world
game
and
the
explanation
time.
I
will
take
10
minutes
of
the
next
call
to
to
explain
a
little
bit
that
the
world
is
ending
and
you
will
have
45
minutes
to
find
the
best
possible
outcome
for
all
of
you,
and
each
of
you
will
receive
a
role
that
has
to
be
played
in
the
activity.
Can
you
find
a
collective
solution?
You
will
have
to
form
45
to
50
minutes
to
to
to
make
the
activity,
and
these
are
the
roles.
A
Each
role
will
have
a
handicap,
a
unique
skill,
an
interest,
an
antagonist
and
we
within
within
those
like
and-
and
they
will
also
have
like
a
an
account
balance.
A
bank
account
balance.
A
So,
with
all
that
information
you
will
have
to
try
to
to
like,
yes
save
the
life
of
of
all
the
possible
or
all
the
like
yeah,
the
the
most
people
that
are
in
the
most
engineering
way
that
we
can
find
or
the
best
way
that
we
can
find
to
like
try
to
sell
to
save
this
small
population
that
we
are
going
to
have.
So
it's
going
to
be
it's
going
to
be
really
fun.
A
A
A
Maybe
I
will
dm
them
before
the
the
session
so
that
you
can
like
study
your
your
your
role
and
I
will
send
them
when
I
send
the
pops
from
this
and
the
last
session
meeting
that
are
the
same.
A
So
well,
I
think
that
is
what
I
wanted
to
share
for
this
session.
If
anyone
wants
to
add
something,
this
is
the
moment
or
if
not,
we
can
end
up
and
wrap
up
this
session
a
little
bit
earlier
than
than
normal,
because
I
know
that
we
have
a
lot
of
work
to
do.