Token Engineering Commons 1st Graviton Training, 4 Feb 2021

Previous Meeting Next Meeting

⏯

youtube image

►

From YouTube: Graviton Training Session #3: BATNA, Negotiations & Alternative dispute Resolution mechanisms

Description

1. What is the difference between BATNA, mediation & conciliation
2. What are some of the steps of a mediation process?
3. What does the formula “Balcony, Bridge, Third Part” mean?

This Week's study content is this:

a) The future of ADR in 2020 https://www.imimediation.org/wp-content/uploads/2017/09/the-future-of-adr-in-2020-article.pdf
b) What is BATNA?: https://drive.google.com/file/d/1ZHMyDW-RDgCDc6tkJjOqBdJ096RRerqq/view?usp=sharing
c) Five ways to keep disputes out of court https://hbr.org/1990/01/five-ways-to-keep-disputes-out-of-court
d) The 6 Steps necessary in the mediation process https://www.pon.harvard.edu/daily/mediation/dispute-resolution-how-mediation-unfolds/
e) Rahman, Mediation and mediator skills: a critical appraisal https://www.researchgate.net/publication/316918509_Mediation_and_Mediator_Skills_A_Critical_Appraisal
f) Justice circles: https://oscr.umich.edu/article/restorative-justice-circles
g) (video) W. Ury, https://youtu.be/-2lcXp-MiVQ?t=749 Balcony, bridge, third part
h) (Español) Sistemas alternativos de resolución de conflictos: negociación, conciliación, mediación, arbitraje, en el ámbito civil y mercantil https://dialnet.unirioja.es/descarga/articulo/4182033.pdf(editado)

🙏 Thank you for watching! Hit 👍 and subscribe 🚩 to support this work

🌱Join the Community🌱
on Discord https://discord.gg/DDr5kYU
or say hello on Telegram http://t.me/CommonsStack
Join the conversation https://forum.tecommons.org/
Follow us on Twitter: http://twitter.com/CommonsStack
Learn more http://tecommons.org/

A

A

A

B

Thank you for joining today's um third.

C

Session of the of this gravity training um in the.

B

Two first sections: we talked about trust creation, we talked about non-violent communication and we talked about theories of conflict and and how to see.

C

Conflict as something uh not bad and as.

B

Something transformative, but in this session we are going to uh go.

C

More practical in how to manage disputes.

B

And uh what are some of the alternative dispute resolution mechanisms that we can apply.

A

To our decentralized.

B

C

Also, some of the the the mechanisms and techniques to address conflict.

B

The the most peaceful.

A

Way and um in the the best way possible.

B

So um you can deliver your answers in the type form, but still I will send the the link to.

C

The pop to the participants, so um we are going to start with how to manage disputes. As I told before the two sessions, the previous sessions.

A

C

Were to prevent.

B

Disputes to create trust and to see and to change the mindsets of how we see disputes into something uh that is not negative or something.

C

That we are not close to, but something that we need.

B

To address and manage so.

A

C

What is alternative dispute resolution and it means any method or mechanism of resolving.

B

Disputes other than litigation.

B

And that is based on communication and of trust and in that and in legitimacy on the agreement. Those are the three pillars of alternative dispute resolution, communication trust only and legitimacy on the actions taken.

B

So um litigation is one form of solving conflict, but it is a form that is costly, both economical and in human resources and in time to address.

C

A conflict through litigation and depending on the on the on the.

B

Country can take you several years, and um this.

A

B

Of handling disputes through litigation.

C

B

Not encourage so much communication or trust, rather than the respect of an of an external authority taking a decision. uh The base of alternative.

C

Dispute resolution is that the solution of the decision can come from the parties involved.

B

So there are many alternative dispute resolution techniques in the world and each country uh like delimitates it with loss in in a particular manner. So there are some of the avr alternative dispute resolution that are like common between spanish-speaking countries and there are other um alternative dispute resolution that are trained differently in in speaking in um other languages. So it's like.

C

They have this same basis.

B

Of of the the different uh techniques of adr have the same basis of communication, trust and legitimacy.

A

um But uh they are handled.

B

uh Differently and presented differently in in each of these techniques, so there is arbitration mediation, conciliation, justice, cycle cycle circle, rent a judge, program, summary jury, trial, mini trial and the there can be like combined forms and hybrid to a particular dispute or legal uh jurisdiction. So what I am telling you is that, yes,.

A

Avr have like these uh core.

B

um Mechanisms that are like arbitration mediation, conciliation, but there are different varieties and uh like approaches to to handling uh a dispute with or or an alternative uh dispute uh resolution to to that uh to that dispute.

C

Sir and um handled.

B

With the sufficient skill, adr can bring an opponent into the venture, as well as all parties joining in a non-adversarial search for a mutual beneficial outcome, and the chances of success for any of the adrs rely on the premises that the parties are committed to. The idea of managing the issue peacefully.

C

And willing to act in good faith, I mean.

B

If, if there is uh like a war that is or like if uh the parties are harming each other, there is very difficult that uh that avr will have success. Adr will have is is based on that. uh The parties recognize.

C

The issue and that they both are trying.

B

To put uh from themselves to solve this, this case in good faith, so.

A

So um I am going.

C

To uh have an example, that is that.

B

The negotiation process, the the for peace in colombia that we had like some years ago- and um we had this- we still have our conflict that has like over 60 years of existence is, is, I think, the longest civil war in the world and um in colombia there's been several negotiation processes uh to to build peace and one one was in 1998 and we had other one in in 2014 and.

A

uh Even though that uh the the we.

B

We still have our conflict and our civil war, like war in in colombia, the negotiation process that we have for that we have for building peace like.

C

uh Set the grou.

B

Set the ground for some changes that that uh are being made still in the in the country and some challenges that we still.

C

Have to face because, like that negotiation process that we had is.

B

Not that, like, yes, we ended war and we are not going to have more conflicts anymore, as we explained um in.

C

In last session, uh but it was.

A

B

Agreement for for some basis that that needed to be addressed in the country so that all parties can benefit.

A

And um I I am going to go.

C

B

In in these techniques that I explained that are several, I am going to um go over uh two big groups that you can separate them and one are, and one are self-compositive alternative.

C

Dispute resolution mechanisms that are.

B

Why they are self-compositive? They are self-compositive because they involve the parts that are.

A

B

Are participants in the conflict.

C

They involve those parts in the composition.

B

Of the of the of an agreement or on a solution.

C

So um in the self-compositive adr mechanisms, I want to highlight two that are the.

B

C

That we are going to offer.

B

Avatars and those are mediation and conciliation. The difference between mediation and conciliation is that in mediation, the third part acts like a facilitator for for the communication.

C

Of the parties involved and helps them to fit to to ease the looking for solutions, but the in the mediation, the the third part does.

B

Not propose a solution just.

C

The the pros the process, but the solution has to come from the parties involved and instead.

B

Of that inconciliation, the third part is invested with the ability to propose.

C

Decisions regarding the issue, but um in conciliation the the this decision is not.

B

Taken as a as a veridict of a jury, but instead is taken as a proposal for the parts to accept. If the parts like.

C

B

Like that is why this adr needs so much the commitment of the people, because um maybe in a conciliation process a conciliator can give a.

C

A propose a solution and then the if.

B

The two parts, or if the parts involved are not don't agree with that decision, then.

C

They will need to scale the the conflict or the solution of the conflict to a higher uh institution and that.

B

Is when it comes the heterocompositive avr that is arbitration, that is when, when uh neither the mediation or neither the conciliation work.

A

B

For a group of external parties that should be third parties.

A

C

Invest them with with the with the ability to to make a decision on the dispute, but the the decision of this arbitration.

B

Process is is imposed to the partners so that that is the difference between heterocompositive and and self-composite. It's so conserved compositive is when the parts are involved in the in the in the proposed solution and that they have to agree with it, and arbitration is when they rely on the on the on the decision that is taken by by this third part, so in in the gravitons.

B

Basically are are going to be mediators and conciliators in doubt that that is basically what they are going to do. That's like the scope that we have after this training that um we can approach to a community and uh and offer this service. If people is having disputes or if the community is having a dispute, then we we will be able to ease the communication.

C

Industries in the dispute, if it's the case of our mediation or if it's a conciliation, we can like propose.

B

Solutions but our solution, it.

C

B

Not like a verdict or is not, it is like an advice process and, and some and like yes, a solution that can have the the the problem. But what.

C

Legitimate the solution is.

B

The the the commitment of the parties to to agree with that.

C

And uh with that I pass to.

B

Some of the steps of a mediation process, and, as I was saying before, as there are many adr techniques, there are also many frameworks or that that uh steps for mediation process or for conciliation process or for acting as a third.

C

Party, some of them have like three steps that are like precise.

B

C

Cycling and post cycling that that is the cycle of justice circles. Some of them have four steps like non-violent communication. Some of them have six six steps and.

B

uh Yes, so this framework is not fixed, it's not like it doesn't matter so much. How many.

C

Steps they are, but what is the process that they are trying to to show and the the process and with the steps that I am mentioning here, that are six basically starts with planning and it's like before the the mediation process begins.

C

The mediator has to help the parties decide. How are going to be the communication mechanisms that they are going to have how? How is going to be the communication.

B

If they are going to communicate one another directly or if they are going to have uh the the third.

A

Part acting like as uh as a as.

B

A as a person who who has to approach one each of them individually and then like communicate the intentions of the other and.

C

Basically, that relates a lot to observation.

B

To knowing who should be present in the process, who are the important stakeholders in the process and.

C

And who should? Who are the person that that also should not be like too much involved?.

B

C

B

And then we go to an that.

C

Is like when the parties are gathered together, the mediator should introduce.

B

The participants, uh the process and uh should outline: how are they going to be working and how are they going to be.

C

Like uh addressing this issue and like having this, this formal, like acceptance.

B

A

The process, because um the.

C

The goal of the mediation process is to help the parties to to have the best alternative to a negotiated agreement, so we.

B

Are going to present to them our our intentions, to help them to get to an agreement, and uh that.

A

That is like uh an.

B

Introductory moment for for for a mediation process and then.

A

um You when, when, when you start.

C

That mediation process- you will need to have this uh moment of opening remarks, and this can. This is something that it's best when.

B

It's done with the presence of the of.

C

Both parts, because it's important for the other part to listen- and uh it's also important for this- to have like a previous process talking with the with.

B

The with each of this.

C

Part uh asking them to uh to try to.

A

B

Explain their points of view.

C

Without judgment, because if each of the, if the part starts like uh talking about judgments and then the other part starts, judging the other.

B

And then the communication is broken, so it's it's it's up uh and a.

C

Task of the mediator to to have the communication on track and to keep the communication non-violent so.

B

That the dialogue can prosper and not turn into a into a an antagonist process.

C

And in this moment, is important for for the parts involved and for the mediator to to understand the feelings.

B

Of the parts involved as I as we are seeing here, these four words are the the.

C

The key words of of non-violent communication, so it's very related to this process that we've been talking since the first.

B

Session of, like observating, feel inviting feelings like identifying the needs and making requests is some of.

C

The it's like that is some of.

B

That, like idea but framed into into steps like in a mediation process and.

A

When, when, when each of those parts like express their their their their view of the disputes.

B

C

You can like map some of the the feelings and some of the interest.

A

Around the the the.

A

A

C

Has to ask, and also that.

B

The disputant has to ask questions.

A

B

Does it does the other person want and uh how can they arrive to a better understanding for for each one of the parties needs and and and concerns, and if the parties reach any path, the mediator has to diagnose the obstacles and.

C

Work to get the discussion back on track because, as I was telling you, it is normal that.

B

When people is talking about a dispute, they like start scaling and and then like.

C

The communication can be broken and at any moment,.

B

If they start like, judging or having or using a strong language.

C

But the mediator has to diagnose these obstacles and try to to have always the discussion back on track.

C

um Then, um in this step that.

B

C

We we have the caucuses and.

A

It is uh like uh these um small groups.

B

Where you will have to like um communicate to all of the parts involved like what are the benefits and what are the risks of each.

C

Of the solutions that are proposed.

A

I liked a lot what what ostrom said that we have to.

B

Have ex-ante costs and exposed costs so we should have.

C

Like we should measure the costs of implementing at.

B

The decision, but also the costs of sustaining a decision and in these caucuses the the idea is that we can like gather.

A

A

Like willingness.

B

To put an agreement in place and.

C

Like trying to have like this um communication between the collectives so that they have like.

A

A

B

Work with with with the decision that is, that is being taken, and then we have the negotiation.

C

Process that is like when you start formulating ideas and requests to meet the each party score interest and uh the mediator can lead with parties in the same room or engage in such shuttle diplomacy that is moving back and forth between the teams, gathering, ideas, proposal and control purposes. So this is not like a thick uh thing that you have to go like the it's six.

B

Steps or it's like a a process that you have to understand, that is like gathering information, understanding.

C

Mapping the conflict, um helping to ease the situation not like seeing going through the branches of the conflict, but trying to see the root of the conflict and then trying to make requests that meet the the the expectations and the interest of the parties.

A

B

um With that, now that we are talking about making agreements.

A

In negotiations, um um I I want to explain this this, uh like.

B

Word that that is bad. That is the best alternative to a negotiated agreement, and this is like a very easy, like uh graph of how always.

A

We have um most desired.

C

B

Sometimes differ and are far from the other one, and we have at least the side least uh acceptable agreement that we that we are not going to. We.

C

Are not so much willing to make, but um when.

B

C

Though there there are mostly most desired outcomes or.

A

Yes, even though there are more mostly.

B

Outcomes or at least acceptable agreements we.

C

B

Also, have this.

C

Mutual motion zone, that is, the stone of all possible agreements.

A

Where, even though you're not going you.

C

Are you, you are still not going to have the least desired outcome and well.

A

A

You're breaking up a lot to.

A

A

So I didn't hear it for like a whole minute. There.

A

Okay, the um but.

C

B

Agreement and the idea of a brilliant negotiation is to try to build a bridge and what is building a bridge is when.

C

You this each of these.

B

And very separate from each other.

C

A

That so, where you.

B

Try to like connect them and that that is like what we say of building a bridge building association is to try.

A

B

Approach uh that are uh are from each other possible agreement.

C

So, now that we are building a bridge.

A

B

That is, uh takes us to best alternative to an educator, a group that is like meeting halfway between parts for approaching uh and building uh like.

C

Communication between between these two parts between parts that are that are far from each other. I I would like to.

A

Use um a framework that.

B

Is named in one of the videos that I send with uh william udi, because.

C

I think it's really.

B

Practical for a purpose.

C

And he's saying how to sustain a bridge here, we'll be building a bridge. We we are bringing together people that are far far.

B

Away from each other and trying to uh take them to a post agreement and bring them to possible agreement- and here yes, we can have- we can build that.

A

B

Agreement but the bridge collapse, if it doesn't happen.

A

To be robust at these spaces.

B

um For for a sustainable bridge are the balcony and the third side, and what do we mean when we stay the balcony? The balcony is state of mind like.

A

Going to the balcony.

A

C

When you don't know like how to solve this conflict, sometimes you just need a pause. Sometimes if we are having a conflict, and we.

B

Don't know how to manage it and we keep arguing and arguing. We are not.

C

Going to we are not favoring the conflict extent like the conflict resolution. Instead, we are favoring like.

B

The the the discussion and and maybe an antagonist uh position, but it is very important.

C

To to understand development like a state.

B

Of mind where we, where we can like make a post, if, if.

A

It is it's a strategic we.

B

Spent 10 months making an agreement and building a bridge, but maybe in one moment of anger, we can throw the agreement to.

C

The garbage so.

B

C

B

No not only to make agreement as a bridge, but to uh like have this this uh calm state of mind to.

C

Know that the decisions that we're taking are like the best decisions and that we are handling the the issue trying to handle the issue to have the best outcome from it. And also when you go to the balcony.

B

You can also remember what is the price that you wanted? What what is the thing that you are fighting for, and maybe you can like calm down with that boss and and then like.

A

B

That, if, if you want to have your pro, if you want to have your price, maybe you.

A

Can't like um feed with.

B

Some of the things that the that the other part wants and all also.

C

Going to the balcony is something that gives us a different perspective.

B

We are like too much into a trouble, and sometimes we.

C

Are spending on it too much and we're seeing it from the same point of view we have to like go to the balcony, and then we can see that same issue from this perspective so like here. It's not like a physical.

B

Place it's more like a state of mind where you have to keep yourself like um understanding.

A

C

uh The eyes on the price and having and understanding different perspective and that if the conflict is not resolving, it's sometimes it's good to give time to things. Sometimes you want to like uh the things to to get uh addressed really quickly.

B

And that harms the conflict. Sometimes we have to let things like uh calm down and talk to the so that so that.

C

The communication can come through.

C

And uh this is why it's so important to go to the balcony, because when you go to the balcony- and you take this.

B

Pause, you, you can uh change from a high performance zone to an optimum to an optimal arousal zone. This is.

C

Something that psychologists like.

A

um Like um talk.

B

About and and is like the window of tolerance and that we all have this window of tolerance where um sometimes we are hyper aroused or sometimes we are hyper aroused, and we have to try to keep ourselves in the optimal arousal zone for managing conflict because, um as I said before, maybe you can spend months trying to get into an agreement. And and then you come to a to a hyper arousal zone where you are emotional reactivity.

A

And like, uh and you have a.

B

Disorganized cognitive process and you can take an irrational decision just because you were in a in a hyper-arousal zone or maybe you are in a hyper hyper-arousal zone and you like numb your emotions or you like disable your cognitive processing or you like, immediate yourself from sensations so to.

C

Manage a conflict, it's a strategical to to keep yourself in.

B

The optimal arousal zone and help to keep the parts in the optimal arousal zone if you're, if you see that one of the parts is hyper aroused, maybe you can like listen to them and like take notes from what they are saying, but also to invite them to to calm down a little bit. And then you can also talk to them later when they are more calm. And you can see like the difference between the statements that they make and also when, when someone is like inhibiting to seeing the conflict.

C

um It is a strategic for for the for the conflict manager to like show uh the conflict and and to show some of the the and to uh to talk about about some of the the the feelings.

B

um That, like maybe she or he is not.

C

Like trying to feel so that they.

B

Can all come again into their optimal arousal zone and and um be able to take a a good decision.

A

And um when we understand that we know of tolerance.

B

We understand what is happening to us when we are experiencing distress and we can ask ourselves and ask the the the the conflicting parties when managing a situation. Am I hypoaroused or hyper aroused?

B

Maybe you are angry about something and you are angry and you are.

C

Angry just take a bath and like that that that would would help you very.

B

Easily to like calm yourself down and when and after you take a bath or after you take a run or after you meditate, then you will have like another perspective of the of the conflict.

C

So that is why it's so important to go to the balcony and each each of.

B

Us has different ways to go to the balcony there. There are people like they like uh to have time alone, or there are people.

C

That like to sleep or there are people that that like to go out with friends those all of those are mechanisms for keeping a calm mind. So there are different rituals and each of you, each of you, have to like recognize what.

B

Are the rituals that they can that one can like uh practice when, when when they want to return to to their optimal arouse, also.

C

And, as I was talking before,.

B

There is meditation there is uh like playing video games. All all those stuff is good if, if, if you are using it to like calm yourself down or maybe if you are hypoaroused, you can go make some exercise or you can like talk with another, so that you can like understand your own feelings and as joel.

A

Jo jill bolted taylor noted the physiological lifespan.

B

Of an emotion in the body and brain is 90 seconds, so we can control our emotions by the thought with triggers we trigger. In our mind that means if you're hyper aroused- and you only keep thinking hyper aroused- you will only have hyper abroad thinking and you will like keep yelling stuff at yourself or to the other person mentally.

C

But if you go to the balcony, you are going to be able to change the lifespan of that emotion, and this is a practice that I have shared here in the community that works. For me, that is called onoponopono, but everyone can can find the best way to return to this.

B

To its optimal arousal, so you can see this video. It's really good.

C

It takes like a minute two minutes of your time and it's very easy because it supposed that sometimes when, when we.

B

uh Charge our memory, we don't let like things go through with our lives, so it's good.

C

Sometimes, to let things go and when you let things go and you like calm your mind, then like life.

B

Can go through yourself and I.

C

Say it's a technique that works for me because I practice it like when, when I'm in distress, I.

B

Try to close my mind and say I'm sorry, forgive me. Thank you. I love you several times and after some of minutes I am calm again.

A

And um I also let make these.

B

Wristbands that I give to my friends, and that reminds me also of.

C

Of these words, when I see them in my in in my in my in my hands or in my friend's hands, so it's you have to search what is the best technique for you to go to the balcony.

C

And now we are going to go to the other base.

B

Of our build of our bridge.

A

B

C

Balcony and we have the bridge, and now we have the third side and who is the third side? The third side.

B

Can be outsiders and insiders, but the third side that we want to be as gravitons. We want to be insiders that bring the sides together. We here, the these insiders are the ones that are trying to build a bridge and to be a good.

C

uh Third side in a conflict, sometimes you have to keep the communication confidential.

B

So that outsiders, don't in influence on the.

C

Decision on the conflict management process that is being held between the title.

B

So, yes, that is the formal that is the formula balcony bridge and third side and the formula.

A

Is like the the.

C

Way not just to to get to an agreement but to sustain an agreement.

B

With a calm mind, and also to.

C

B

C

Third side that helps to build to to bring the parts together and also the third side.

B

Also helps to bring legitimacy, as I was.

C

Telling before in the example of colombia,.

B

um For the negotiation process.

C

B

C

Had we had uh several.

B

Countries being a third side amongst them, there was norway and cuba, and actually.

C

B

Peace negotiation process was held in cuba, so cuba and norway were these uh third sites that helped colombia.

C

And uh to to have this safe space um to to have this dialogue? Because um if we had this dialogue like in colombia, some of the people that were from the farc, who.

B

Could have been like coast or attack or something- and this was like a neutral country, cuba.

A

um Where, where both the the government and both agree uh like felt that they could have.

B

A dialogue in peace and uh norway was also one of the uh was also one of the.

C

The third site that gave legitimacy to the agreement, but I I want to show that sometimes like.

A

B

Agreement, even though that it has like a balcony or a third site, it's very difficult to keep, because.

C

um This is a new that says like.

B

Countries that are third part or warranties from the peace agreement in colombia ask the government to reforce security to leaders and people who who.

A

Left like the guerrilla.

B

So, yes, cuba and norway expressed their preoccupation for the growing number of of murders of their of ex guerrillas and social leaders in the country. So.

A

B

A

Are the are the people who.

C

B

To mine the legitimacy of the agreement, because what happened? We we made this agreement with uh the the past president.

C

And now the new president said: okay, I don't like those agreements.

B

I am not going to apply it, so it's like.

A

A

B

Like make an agreement and within our inner self like try to not.

C

Follow that agreement, or by any internal.

B

Or little change that may happen.

A

B

Third sides are.

A

Those like can um argue to defend what.

B

The agreements.

C

That they, the the parts themselves, they are not like complying to so.

B

That's why norway and cuba, like.

C

Sent a letter to the.

B

Colombia government.

C

B

Saying like hey, we helped you to take these decisions and.

C

Now you are not like making them so please, like.

B

As we are, as we are uh like testimonies of those like um we can, we we can um ask you to like follow what you said, and we can say that you are not doing what you said you were. You were gonna do so so the third side is very important in a negotiation and in in like managing a dispute and.

C

Gravitons are going to be like third fighters are going to be these third ciders who may approach the conflict, but with the intention of helping to build a bridge.

A

And uh to keep that bridge like uh um robust and.

C

So it doesn't like breaking parts.

A

C

What is being a good third part, uh being a good third part, is to be able to repeat data for you to trust in the process and open up on the issue and collect valuable information.

C

Also, a good third part should take into account the feelings of each part because ignoring the.

A

From being unsolved,.

C

A third part should feel comfortable with strong emotions. In fact, it has been suggested that an important part of becoming a third part is to become sensitive.

B

Sensitized to the feelings of others, as well as.

C

A good third part should be able to map and clarify the situation, helping the parties.

B

To understand their own interest and risk and explore.

C

All the possible all the possibilities to confirm a satisfactory agreement.

C

Also, a third part part can.

B

Also help to make information.

C

From their expected costs and expected benefits to a negotiated agreement,.

A

Any question: until now: how are you feeling? How is the class? How is the training going.

A

Great, it's a little bit hard to hear you at times, because you're breaking up so much but uh good. Otherwise,.

A

Sorry, my interest is.

B

Really bad today, okay,.

A

B

I will continue.

A

Just one thing this just to kind of clarify um so like this is a more sort of formal structure that, like mbc, can work within uh and is a part of as like a component.

C

A

C

B

Is why we started with with nvc in the first.

C

B

C

B

Is like a pillar from which adr alternative dispute resolution is built? We cannot have alternative dispute resolution um without without without nonviolent communication. It's very important that, um through the whole process and to be able to to formally help in.

C

The in this search of solutions for conflict.

C

B

Is very important to to be able to to apply nonviolent communication and.

C

To also to understand conflict as something that can be transformative.

A

B

A

As some rather than something negative just by itself,.

A

C

Empathy is the key empathy is the key to be a good third part.

B

And empathy is the key.

C

To be a good mediator and empathy is necessary to be able to apply certain principles of negotiation, so.

B

Such as separate people from problems is communication between conflicting parties focus in the interest and not impositions of the people generate variety of alternative paths to propose.

C

Solutions and use objective.

B

Of or credibly neutral criteria to generate legitimacy and impartiality, empathy.

C

Is something that brings us together and help us to take rational and pacific decisions, because individuals who feel underappreciated or ignored are more.

B

Prone to fall in irrationality.

C

Just to defend themselves.

A

B

Right now we went and- and we saw what is alternative dispute resolution and we saw that the idea of gravitons is to be able to provide mediation.

C

And conciliation to daos and that the idea is to build a bridge but that, but to sustain that bridge with the third side that the third side is going to be like gravitons.

B

We are going to be this um third side, who can add legitimacy to the agreement and um we are going to.

C

Have this balcony, that is to provide the common state of mind to can to to be able to uh to sustain a non-violent.

B

Communication and that to sustain um the view on the on the price that we, that that we can have as an agreement.

A

C

To yes to to have a common state of mind, to address the issue and to and to sustain the.

B

The negotiation.

A

B

Right now, um I want to share with you what are the ethical standards that are also requirement for the.

C

Gravitons, all of you that have been attending to these.

B

Classes to these trainings.

A

Have received some pops and.

B

The idea of is that, if you have three or more powers, then you can become the first generation of gravitons. That.

C

Would like be able to be this third part, this legitimate third part.

B

C

B

To others, but we we will have standards that are requirements to join and to stay in the collective so that maybe we uh you can have like your your pops and you can become the first generation of graviton. But if you somehow violate one of these uh standards, then um that is a a reason.

C

For exclusion from from the group, so these are very important, and that is why I wanted to to like finish with this part of the of this.

B

Training with telling this and that um gravitons and mediators have to understand and and the process of abr as a voluntary process. And it's.

C

A voluntary process both from the gravitons and also for the parts involved, the parts.

B

Symbols can go with with the with this process on as far as they feel comfortable if they feel they're not comfortable with with this, then the legitimacy of the agreement that we are going to is in doubt and.

A

That makes that uh the whole process.

B

um It makes is difficult, it's more difficult, so we have to understand that we cannot coerce people into into managing.

C

uh Their disputes through these mechanisms- this should be something voluntary and that and then.

B

We should also respect self-determination.

C

And it's the ability to promote uh voluntary agreements.

A

And uh the the outcome of the dispute.

C

Belongs to to the parties and not to the mediator and that each of the those parties.

B

C

Self-Determinate and autonomously, and that.

A

There is no like external coercion that that that they, the that.

B

Are like putting pressure in the parts each part can like determinate, autonomously.

C

If it's really important to recognize when there is conflict of interest- and it would be.

B

Normal like if a graviton says.

A

B

Am not capable of facilitating a conversation in this moment because the parts are hyper aroused, and maybe I will.

C

Give some time to this issue so so that maybe the conflict of interest, that is, that is happening right now, can ease a little.

B

Bit so that we can like have a conversation and a voluntary like a.

C

Process of handling the dispute.

A

B

Mediators and gravitons should.

C

B

C

B

C

B

Competent with with the cases they are involved because, as we are, a community of experts, um the mediator, besides being trained in alternative dispute.

C

Resolution should be able to prove deep understanding of the specific topics that the dispute may be.

B

C

B

Maybe I am not.

C

Like a smart contract expert, so maybe if, if the issue is very related to.

B

Like uh a code or something maybe I I, even though I am an expert in alternative dispute resolution, maybe.

C

I I I will not be able to understand or to or to or to be competent in that case. So it's really important for the gravitons and uh to to to state competent competence on the issue and to have like this professional responsibility.

A

um With the role that, uh if they feel that.

B

They are not capable of handling the issue or.

C

B

C

If they feel that other person would be better handling, they should.

A

um It's it's. It's very.

B

Much encouraged to say so and because that that would help the whole process itself.

B

This is another principle that is really important and is confidentiality, because.

C

The the information related to these processes should be handled privately and only.

B

Strategically shared with the agreements of the parties, unwanted information filtered by the mediator is a reason to remove from the gravity group.

C

Because we don't want people in the gravity group like to be people.

B

That make a cause for their harm by using this information um for personal.

A

Interest or or or um like um to to yes.

C

To for personal interest, it's not good to handle this information um publicly, because we, that is, that.

B

Is a key for for being able to build trust in the process.

B

And the idea here is not to expose anyone but to help on on reaching for solutions. So, yes, confidentiality is.

C

Is something really important also because.

A

When people open with uh with conflicts, um they may.

B

Say some things that.

B

Because of their of their initial state of mind, of hipper aroused or hyper aroused, they made something that does not.

A

Accurately um reflect.

C

The the their point of view on the conflict and that they could and that that, like filtering that that information could leave them like in a bad place, it's really important for the gravitons to be able to to to keep this information confidential and.

B

C

As as gravity will only like, we will have a database where we will keep the registry.

B

Of the conflict.

C

But we will not keep sensitive.

B

Information, we will only keep like the registry if there was an agreement or if there was or if there wasn't.

A

And um gravitons should be in neutral.

B

By the example of empathy and acceptance of different point of view, with freedom from favoritism- and uh this is.

C

Another ethical standard that is professional responsibility and uh that mediation is a professional job and um it is something that should be done with diplomacy.

B

And prudence and like uh with all the professionality that you could use in a normal job because um it is not like an informal process. This is something that uh is.

C

Something that is going to be formal.

B

And, and kept for for for for the well-being of different communities and.

C

The idea of this of this graph of the gravitons as well, is to have.

B

This group of of people have um having a rotation where new trainings this is the first training, but the idea is that we repeat this training once or twice a year and.

A

B

Will encourage new members to become part of the gravity.

A

Team and um when.

C

When this is something that we that we have talked about, but uh it is something that still needs to like be completely figured out. And it's like the time that the maximum time that you can be in this group, because um this rotation was was said to avoid like centralization of power and.

B

Maybe if there is like a graviton who is in in the gravity group for like 10 years, maybe he.

C

B

C

Too much information or too much power over the group, but the idea of this is to have a very rotative group. So um what we initially said is like, after.

B

Three years, you cannot like offer this.

C

Anymore, but you can still like.

A

uh Maintain in the in in the.

B

In the group as a whole, because in in the in in the.

C

Next sessions, not in the next one, because in the next one we are going to go over practice over cases.

B

C

In the next sessions, I think it's the sixth session.

A

um We're going to go like in a deep dive on on how uh those gravity uh like will work, and yes,.

B

With that, I think that I finished this first section of this of this training. That was to explain to you about negotiation, but now and dispute resolution. Do you.

C

Have any questions.

A

Well done, thank you.

A

C

I want to have some time then, to prepare the next session because the next session, the idea, is that we can have some practical cases. So I would like.

B

um If we can like have some pairs or groups of four so that you can like divide um these cases,.

A

And then, like.

B

Argue argue that these cases.

C

To to have like a more practical.

B

Session, uh the next one where, where each one of you can like.

C

Talk about, how did you rely? How did you.

B

Went with these cases, and also if you have another case you want to work at you can tell to me as well like okay, I have a case that I can work at and.

A

B

Can we can yes? The idea uh is that in the next session, maybe you are the ones that you can like talk about, uh how.

C

Did you go by by handling this? Well, I have two cases. One is.

B

Like with low complexity and.

C

What is with one is with high complexity, so you can tell me which one do you want and you can.

B

C

B

To have like pairs, so we can work on this.

A

C

C

Okay, so I am going to make here this list.

A

And um how do you feel about selecting um your pair right now or what? What do you think if, like the.

C

Idea is that I um like give to you a case it's. It would be like uh three.

B

Or four pages for you to read and.

A

To develop uh that, uh like uh role play.

B

With your pair.

C

If you don't know, I can maybe assign some pairs.

B

A

I don't know if, if that would be like.

C

Imposing something.

A

I I would love it that if it was like selecting by you or random somehow like it would be nice if you ask for the people who wants to participate and then randomly create the groups, that would be. That will create more diversity. I think that's my opinion.

A

Yeah yeah, I I.

C

A

I think it would also be a lot easier if you just paired. Maybe I don't know if you think it's a group of three to four in case there is somebody that can't um be present next week and those groups just find a way to get together next week.

A

C

Then that's what I will do and I will send you. I just took a pic of the of the person who of the list of people.

A

That was here so I am going to um divide.

C

The cases and I will send the cases by dm.

B

As well as the port.

B

Is broken and I am going to.

C

Send the link to each of you individually.

A

Thank you. One.

C

Well, I I think we we finished a little bit early. I think it's good that uh the time that that we have worked- and I think I explained what I wanted to explain today. So if anyone has any questions I I can be here to answer them, if not.

A

You can leave and- and I really appreciate.

B

uh To come on, these calls.

C

Thank you juan. That was.

A

Fun: okay, see you on.