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B
Thanks
for
coming
and
yeah
for
for
the
people
who
don't
know
louie
she's
someone
who
has
a
lot
of
experience
in
the
dao
space
and
also
she's,
someone
who
also
has
experience
managing
conflict
in
dallas,
so
yeah
it's
great
to
have
her
here
and
yeah.
She
will
be
leading
this
session.
So
yeah
thanks.
Everyone
thanks
louie
for
her
participation.
B
A
Okay,
cool
so
welcome
to
those
of
you
who
are
hanging
in
just
now.
Yes,
I'm
louie
and
I
have
been
really
interested
in
conflict
resolution
since
I
was
a
teenager
really
and
back
when
I
was
about
19.
A
I
got
involved
with
a
restorative
justice
group
in
seattle
and
actually
was
able
to
help
found
the
first
restorative
justice
organization.
In
my
city,
where
we
took,
we
took
cases
of
young
adults
out
of
the
criminal
justice
system
and
offered
them
to
divert
into
this
process.
A
That's
essentially
more
like
a
healing
talking
circle,
and
that
was
super
valuable
experience
for
me
and
ever
since
I
started
studying
and
working
with
them
in
my
community,
I
became
known
as
a
conflict
resolution
person
and
my
community
called
upon
me
in
some
pretty
intense
ways
to
to
draft
up
accountability
processes,
and
I
ended
up
traveling
up
and
down
the
west
coast
for
some
of
the
conflicts
that
I
was
dealing
with,
gathering
case
notes
and
connecting
victims,
and
so
yeah
conflict
resolution
has
always
been
really
important
to
me.
A
A
So
this
is
just
a
super
big
part
of
my
heart
and
my
life
and
what
I
offer
to
the
world,
and
I
feel
like
I'm
just
constantly
learning
about
it
and
there's
no
way
to
really
ever
become
an
expert,
and
on
that
note,
I'd
like
to
just
recognize
that
many
many
many
many
people
and
communities
have
come
before
us
in
this
work
and
it's
easy
when
we
come
up
with
new
non-profit
orgs
and
mute
downs
and
and
new
projects
to
think
that
we
are
coming
up
with
new
concepts.
A
But
in
a
lot
of
ways
we
are
rediscovering
concepts
that
humans,
who
lived
more
in
community
in
the
past,
were
really
really
wise
with
ahead
of
us.
So
lots
of
indigenous
cultures
practice
restorative
justice
of
some
sort
or
another.
A
So
I
just
want
to
acknowledge
that
when,
when
we
speak
about
restorative
justice
or
any
of
these,
like
newfangled
new
age
models
of
conflict
resolution,
to
know
that
we're
not
necessarily
inventing
this
and
we're
actually
borrowing
from
some
really
wise
cultures,
you
guys
all
are
still
following
me
and
you
can
see
the
slides
here.
Yeah.
A
Want
to
make
sure
so
here
here's
an
example
in
the
united
states,
the
navajo
tribe,
also
known
as
dna,
have
a
traditional
form
of
conflict
resolution
called
peacemaking
and
I'll.
Just
read
a
little
portion
of
this
quote
not
the
whole
thing,
but
in
navajo
tradition,
a
person
who
claims
to
be
injured
or
wronged
by
another
would
make
a
demand
upon
the
perpetrator
to
put
things
right
going
directly
to
them.
A
A
So
there
was
a
little
bit
of
pre-learning
homework,
sort
of
that
I
sent
out
and
I'm
not.
D
A
Who
all
in
here
read
and
absorbed
those
resources?
So
I
just
wanted
to
touch
on
them
briefly,
this
one
for
the
people,
the
accountability
document.
A
This
is
from
a
really
interesting,
really
interesting
activist
group
in
seattle,
washington
and
they
they're
a
group
of
organizers,
a
lot
of
climate
justice,
organizers,
a
lot
of
like
people
of
color
and
other
exploited
identities,
who
are
the
organizers
leading
here
and
doing
direct
actions,
and
it
was
super
important
to
them
to
create
an
accountability
document
that
they
all
agreed
to
in
creating
this
organization,
I'm
just
going
to
read
a
couple
of
their.
A
So
to
me
that
means
like
we're
in
a
revolutionary
space
right
like
everyone
in
this
room
and
graviton,
I
think
we
can
all
recognize
we
are
in
a
revolutionary
space
and
if
we
have
any
chance
at
revolving
the
systems
outside
of
us,
we
have
to
do
that
for
them
too.
So
to
me,
this
is
about
bringing
that
decentralization
within
within
our
own
organizations
and
committing
to
dethroning
centralized
power,
even
in
our
smallest
internal
groups.
A
I
also
wanted
to
read
this
one.
A
call
out
is
a
gift,
not
a
punishment,
because
it
allows
the
person
who
has
made
a
mistake,
the
opportunity
to
learn
and
improve
their
understanding
of
behavior
a
call
out.
Culture
is
one
of
the
things
that
they
actually
explicitly
agree
to
support
imported
people,
and
I
think
that's
really
interesting,
because
in
a
lot
of
our
places,
especially
especially
people
who
are
inclined
to
be
peacemakers,
they
don't
want
to
make
public
call
outs
and
they
maybe
want
to
go
towards
call-ins
right
where
it's.
A
B
A
B
B
A
So
to
me
these
call-outs,
when
you
do
them
in
the
open
or
when
you
have
your
conflict
resolution
process
in
the
open.
That
means
you
can
celebrate
the
learning
you
can
really
everyone
can
gain
the
learning
from
it
and
celebrating
failure
is
tested
prod,
and
that
is
cryptoculture
right.
So
if
we
take
this
like
experimentation
of
like
open
source
spirit
that
we.
C
A
Have
where
we're
like
we're
just
gonna
forge
ahead.
We
know
we're
gonna
mess
up
and
it's
gonna
be
visible
when
we
mess
up-
and
this
is
the
values
even
in
like
in
how
code
is
written
and
deployed
and
recalled
in
open
source
and
specifically
in
the
crypto
space.
It's
all
out
there
for
everyone
to
see,
and
it
creates
this
culture
of
celebrating
failure,
which
we
all
learn
a
lot
more
from,
and
this
next
one
is
a
video.
It's
an
interview
from
dominic
barter
who
some
people
say.
A
A
Devising
conflict
resolution
models
for
the
fabelas
that
he's
lived
in
brazil,
so
I'm
actually
just
gonna
show
this
video
here.
I
think
it
should
be
all
loaded
up.
E
As
I
in
my
way
of
reading,
why
this
works
as
it
does
it's
connection
that
has
been
diminished
or
broken
first
and
therefore
it
is
connection
that
we
seek
to
restore
first
and
just
as
this
all
the
stuff
that
we
don't
like
is
a
consequence
of
that
diminished
or
broken
connection
within
between
and
between
people
and
as
communities.
A
I
love
this
last
thing
that
he
said,
and
I
wanna
I
wanna
call
this
out
again.
It
says
I'm
looking
to
restore
connection
within
and
between
people
and
those
communities
and
then
I'm
looking
for
all
the
ways
in
which
that
manifests
in
new
acts
which
symbolize
connection
just
as
the
old
acts
symbolize
disconnection.
A
I
love
this
because
it's
a
bit
of
a
rabbit
hole
for
me,
but
I
have
this
area
that
in
decentralized
spaces,
where
before
there
was
the
top
of
any
hierarchical
pyramid
or
process,
wherever
there
was
a
person
at
the
top,
we
need
to
replace
them
with
a
process
and
have
a
process
at
the
top.
A
A
I
think
it
comes
in
through
ritual
elements
and
through
a
community
really
a
dedicated
community
kind
of
upholding
the
process.
I
think
we've
seen
it
in
the
in
the
tec,
with
the
praise.
That's
a
great
example
to
me
of
a
process
that
has
personality
right
like
there's
no
person,
that
is
the
praise
person.
It
was
like
dishing
out
all
the
praise
or
administrating
the
process
or
anything,
but
still
the
praise
process
itself.
A
So
I
think
that
dominic
carter
is
really
right
when
he
says
we
can
look
at
look
at
old
acts,
old
ways
of
conflict
resolution,
whatever
that
symbolize
disconnection,
and
then
we
look
for
the
new
ones
that
actually
symbolize
connection,
and
is
there
something
in
the
persona
of
this
process
that
we're
using?
That
makes
it
connective.
A
I
love
that
so
I
think
that
some
of
these
graviton
sessions
are
much
more
like
teaching
a
lesson
or
or
just
a
solid
presentation.
I
want
this
one
to
be
a
worship,
so
I
just
with
you
guys.
I
want
lots
of
participation
from
y'all
and
now
that
I've
should
be
filled
a
little
bit
to
you,
that's
kind
of
when
this
participatory
period
begins.
So
I
would
love
to
start
with
a
check-in,
and
this
is
sort
of
my
selfish,
like
double
use
of
the
check-in.
A
A
Meeting
at
this
hour
every
week
that
I
can't
miss,
except
for
today,
so
I
haven't
gotten
to
go
to
any
of
the
other
graviton
sessions,
so
I
would
love
if
everybody
in
the
room.
I
know
there
might
be
a
lot
here.
I
actually
have
no
idea
how
many
participants
we
have
well,
it
seems,
seems
doable
if
we're
pretty
snappy
and
quick
about
it.
Could
you
guys
just
say
your
name
and
what
you've
learned
in
gravity
so
far
in
the
graviton
training.
C
I'm
just
gonna
I'll
try
to
make
it
quick.
I
I'm
doing
pretty
good.
Today.
It's
been
kind
of
a
busy
day
and,
like
my
brain,
has
been
in
a
lot
of
places,
but
it's
nice
to
like
actually
talk
and
check
in
so
yeah
and
what
I've
learned
so
far
in
gravity.
I
guess
the
the
biggest
thing
that
I've
taken
away
from
this
is,
and
you
kind
of
touched
on
it.
C
One
of
your
slides
as
well
is
that
these
conflicts
that
are
coming
up
in
our
communities
are
actually
like
gifts
and
ways
that
we
can
evolve
and
connect
with
one
another
more
and
get
to
kind
of
like
probe
these
situations
so
that
we
can
learn
from
them
rather
than
trying
to
like,
rather
than
just
dissolving
conflict
right
away
like
actually
using
it
as
a
tool
to
make
our
communities
better.
I
don't
know,
if
better
is
the
right
word
but
more
cohesive.
I
guess,
and
I
will
pass
it
to
tam.
C
Hey
I'll,
also
keep
it
quick,
hey
everyone.
What
I've
learned
is
that
there's
so
much
interest
in
nonviolent
communication
and
managing
conflicts
and
there's
a
lot
of
really
passionate
people
in
the
tec.
And
it's
amazing
to
see
everyone
here
week
after
week
after
week
and
I'll
pass
to
gene.
E
I've
I've
learned
specifically
that
that
rhetoric
is
obviously
critical
but
to
reassess
our
perceptions
of
our
own
rhetoric
regularly
and
and
try
to
understand
its
origins
and
what
it
implies
about
ourselves
and
our
word
choice
and
the
way
that
we
select.
What
what
we're
going
to
say
and
how
that
conveys
more
about
about
us
than
than
we
perceive
or
believe
regularly
I'll
pass
it
to
aloysius.
F
Are
you
say
them
pronouns
and
my
parts
for
racing
I'm
having
an
anxiety
attack
right
now?
It's
not
a
bad
thing.
It's
like
I'm
autistic.
F
I
got
really
excited
about
what
I
was
hearing,
what
I
was
hearing
about
people
and
how
there
used
to
be
people
in
the
hierarchy
and
structures,
and
now
there
needs
to
be
a
process.
Just
got
me
apart
racing
because
I
feel
like
I
can
prime
myself
to
sleep
at
night
like
knowing
that's
the
thing
that
we
need
and
then
hearing
that
thing
about
it
needs
to
be
personal.
F
Like
I
know,
the
answer
is
like
documenting,
workflows
and
processes
because,
like
I
know
that,
that's
how
I
made
organizations
work
in
the
government-
and
I
just
don't
see
it
happening
here,
and
it
helps
with
continuity,
and
all
I
want
is
collaboration
and
mentorship
to
be
part
of
like
the
process
endow
spaces
and
like
that's
the
piece
that
I'm
hearing
and
the
fun
and
the
documentation
is
like
mentorship
and
like
fun
ways
of
documenting
your
processes
instead
of
making
them
like
boring
and
streamlined.
But
yeah.
A
A
Today
and
very
happy
to
be
here,
I
think
the
nugget
that
really
is
sticking
with
me,
the
most
from
the
graviton
training,
is
conflict,
being
a
gift
and
conflict
being
yeah,
a
really
good
thing
and
a
crucial
part
of
community
and
really
reorienting
towards
that
way
of.
Looking
at
things
and.
C
Yeah,
I
think
that's
all
with
me
for
now.
I
will
pass
it
to
lauren,
oh
cool
nice
yeah,
what
I
learned
in
gravity!
Well,
I
like
everybody's
check-ins.
A
They're
kind
of
like
really
broad
concept
things
I
was
thinking
of
something.
C
Very
specific
that
I
learned
that
I
thought
was
really
cool.
Was
this
maslow's
hierarchy
of
needs
thing
and
how
like
job
their
satisfaction,
is
associated
with,
like.
A
Like
your
growth
needs
being
able
to
be
met,
I
think
that's
really
interesting
and
cool
and,
like
all
the
conflicts
that
come
up
are
kind
of
that
I
observe
coming
up,
are
often
like
really
simple
things,
just
like
oh
unclear,
work
agreements
or
like
compensation
related
and
then
but
yeah.
It's
like
when
everybody's
feeling,
like
support
and
uplifted
forward
forward,
that's
like
where
the
satisfaction
comes
from
yeah
I'll.
C
Yeah,
what's
the
my
name
is
morgan?
I
use
them
pronouns.
I
think
what
I'm
learning
is
just
a.
This
is
the
first
time
that
I've
been
in
doubt
space
and
I'm
learning
through
relationships
with
you
all
and
the
collective
invitation
to
lean
into
conflict
as
like
a
regenerative
process,
and
I'm
so
grateful
for
all
the
creative
frameworks
that
allow
us
to
like
go
develop.
Based
off
of
that
understanding-
and
I
will
pass
it
to
see-
is
maggie
or
miss
maggie.
C
Audio
so
might
need
to
do
another
human
good
ideas,
okay,
reforest.
C
Hi
there
this
is
forest
yeah
I've.
Definitely
I've
been
very
passionate
about
communication
and
conflict
resolution
for
a
long
time,
and
I
think
this
has
really
shown
me
how
much
interest
and
passion
there
is
and
bringing
this
to
yeah
this
industry
decentralized
spaces
and
also
like
larger
organizations,
it's
really
uplifting
to
see
see.
I
will
pass
it
to
innovator.
F
E
D
B
A
B
Yeah,
I
I
what
I
learned
from
this
is
that
you
always
continue
learning
and
it's
not
like
a
skill
that
you
got
once
and
like
you,
have
it
for
the
rest
of
your
life.
But
it's
something
like
it's
a
living
practice
of
everyday
being
on
top
of
the
crazy
horse.
That
is,
in
your
mind
and
I'll
pass
to
lean.
C
I
thank
you
well
yeah
what
I've
learned.
I
think
the
fact
that
in
those
new
kinds
of
in
that
in
those
new
organizations,
you
can
actually
bring
yourself
as
a
person.
So
not
only
your
skills
are
not
only
what
you're
capable
of
doing
that.
You
can
bring
yourself
and
not
only
just
the
way.
It
is,
but
also
also
within
a
learning
mindset.
C
By
going
into
the
relationship
with
other
people
by
meeting
other
people,
you,
you
learn
and
you
open
up
that
space.
That
is
you,
your
identity,
open
it
up
to
other
people
and-
and
you
go
into
this
process
together
and-
and
I
love
that
just
you
just
the
way
you
are
and
then
in
the
learning
mindset
by
bringing
that
and
being
welcomed.
For
that
I
I
really
liked-
and
I
pass
it
on
to-
let's
see
atem.
B
I
think
tom
already
went,
but
we
can
pass
it
to
suga
sugar
nice
to
meet
you
soon.
Nice
to
see
you
again.
F
I
throw
it
in
the
chat,
and
I
hope
you
can
hear
me
I'm
just
like
close
to
a
bar,
because
here
I'm
having
wi-fi
you're,
basically
listening
so
I'm
in
lisbon
and
for
me
and
the
largest
learnings
I've
had
so
far
is
the
actual
realization
of
why
super
conflicts
arise.
F
Just
the
reasons
why,
behind
it,
I
like
have
a
chance
to
understand
things
that
happened
in
the
dallas,
I'm
harder
better
from
a
why
and
abstracted
from
the
actual
person
and
really
just
on
taking
a
step
back
and
understanding
that
yeah
again
conflict
can
be
used
to
also
drive
change
and
and
really
yeah
that
that's
for
me.
C
C
I
can
take
it
next
first,
it
was
a
really
good
surprise
to
see
dominic.
I
I
met
him
in
in
in
rio.
It
was
the
first
non-violent
communication,
speed
speech.
I
went
in
my
life,
I
was
quite
young
and
I
never
knew
his
name
and
then
you
showed
now
and
then
I
could
see
it
like.
Oh
it's
this
guy
and
he
said
something
that
was
so
impactful
to
me.
C
That
was,
violence
is
born
from
the
choices
we
didn't
know
we
could
make
and
and
that
I
think
it's
such
a
simple
and
profound
phrase
that
resonates
so
much
with
me
very
often,
and
something
I
think,
we've
been
learning
a
lot
in
gravity
is
how
this
is
a
meeting
space
for
like
us
to
see
that
we
have
much
more
in
common,
that
we
could
imagine
and
also
for
being
an
entry
point
to
to
the
dow
space,
which
is
yeah,
really
beautiful
and
also,
I
think,
conflict
transformation.
C
Is
it's
just
everything
we
need,
I'm
based
in
brazil,
and
now
it's
almost
every
day
that
there
are
protests
outside
of
the
building,
and
it's
just
like
we're
getting
to
a
point
where
we
really
really
really
need
solutions.
So
I
appreciate
all
of
you
being
in
this
room
right
now
and
I'll
pass
to
my
feet.
D
Yes,
yeah
great
thanks
the
thing
that
I've
been
learning
is
the
mythologies
and
like
the
different
approaches,
and
also
specifically
about
ray
building
trust
within
the
house.
D
I
think
that
is
very,
very
nice,
as
I
see
it
as
a
constant
and
common
thing
within
all
the
digital
communities,
and
also
like,
obviously
in
any
type
of
community,
but
within
this
digital
space,
it
is
really
nice
to
have
like
some
steps
to
guide,
but
not
to
follow
us
like
put
on
a
stone,
but
to
have
us
inspiration,
then
adapt
adapt
them
and
then
us,
as
these
constant
learning,
gravitons,
be
ready
to
to
adapt
them
yeah.
Thank
you
very
much.
E
I
have
not
I'm
sorry.
I
was
having
a
lot
of
troubles
with
my
stream
right
now,
but
I
was
just
gonna
say
that
one
of
the
I
mean
there's
been
so
many
things
that
I've
been
observing
from
this
graviton
course
that
I've
really
appreciated
the
presenters
and
the
different
perspectives
from
a
few
of
the
conversations
we've
had.
C
Help
me
who's
next
I'll
jump
in
so
I've
gosh.
So
much
has
stuck
with
me.
I
think
a
big
thing
is
the
nbc
joined
the
book
club
and
also
last
week's
talk.
C
It's
just
really
incredible,
having
a
huge
paradigm
shift
about
how
we
relate
to
each
other
and
then
also
how
we
interpret
those
relations
and
I've
been
mulling
a
lot
over
that
and
it
really
has
been
powerful,
not
just
in
the
dao
space,
but
also
in
so
many
other
aspects
of
life,
and
I
don't
know
who
else
to
call
on
next.
A
Healthy
round
of
chickens,
yeah,
okay,
thomas
cool
and
I'll
say
like
if
people
don't
want
to
check
in
too
that's
okay,
I
think
after
after
you,
thomas
I'll,
just
ask
if
there's
anyone
else,
that's
like
feeling
really
cold
to
say
something
so
go
ahead.
Thomas.
C
F
So
the
thing
that
I've
really
learned
from
so
far
from
gravity
is
is
that
how
much
of
a
need
conflict
resolution
it
has
within
all
communities
and
as
individuals,
you
know
being
prepared
to
mitigate
conflict
and
not
just
be
you
know,
reactive
towards
conflict,
but
be
to
to
be
anticipatory
and
learn,
learn
how
to
look
at
conflict
from
different
lenses,
whether
it
be
from
non-violent
communication
or
from
kind
of
a
you
know,
connection
framework
or
just
kind
of
having
more
empathy
in
terms
of
dealing
with
people
within
decentralized
organizations
is
very,
very
valuable
and
something
that
I
think
we
take
for
granted
in
our
traditional
systems
and
so
being
able
to
to
look
at
it
and
come
together
as
a
group
and
and
kind
of
have
this.
F
You
know
positive
feedback
loop
on
on
the
knowledge
that
we're
all
sharing
around
this
issue
is
is
really
important
and
something
that
I
didn't
realize.
Until
the
till
I
saw
how
many
people
showed
up
to
these
graviton
trainings
and
yeah,
it's
very
exciting,
so
I
will
pass
it
to
I'll,
say
next
person
jump
up.
A
C
Yeah
I
can
share,
my
name
is
lux
and
I
use
they
them.
Pronouns
aloysius
invited
me
into
this
this
training,
and
this
is
only
the
second
week.
C
I've
come
so
definitely
still
like
unders
getting
to
understand
like
what
this
space
is,
but
I
really
liked
I
watched
one
of
the
videos
that
was
posted
in
the
chat
by
the
same
person
that
you
shared
the
video
of,
and
I
love
what
they
said
about
like
wanting
to
create
rooms
for
conflict
like
creating
literal
spaces
that
are
designated
like
in
the
way
that
we
have
like
a
bedroom
designated
for
rest,
because
we
anticipate
that's
a
need.
C
We're
gonna
have
like
creating
rooms
and
processes,
and
you
know
agreements
around
conflict
because
we
know
it's
something
that
we're
gonna
encounter
and
not
something
to
avoid.
So
I
thought
that
was
a
cool
learning
from
today.
It's
yeah
great
to
be
here.
Thank
you.
C
Hi,
I
can
jump
in
really
quick.
C
I
just
want
to
say
that
I
feel
that,
like
what
I've
been
learning
most
is
that
it's
not
just
about
how
we
feel
like
how
I
feel
personally,
but
it's
also
about
like
how
the
other
gets
the
impression
what
I've
been
saying
and
it's
like
the
community,
it's
important,
so
we
wanna
be
heard,
but
we
also
need
to
listen
and
also
be
careful
about
like
how
we
say
it
and
like
we're
learning
that
on
the
the
the
book
that
we're
reading-
and
I
had
other
things
to
say
too,
but
I
feel
contemplated
for
everyone
that
I
read
before
me.
A
Great
and
on
that
I
think
for
timing.
I'm
gonna
move
us
past
this.
This
check-in,
but
there's
gonna,
be
like
lots
of
other
opportunity
for
you
guys
to
speak
out
as
well.
A
Go
to.
A
So
I
want
to
just
talk
really
briefly
about
the
theory
of
restorative
justice.
It's
a
practice,
a
methodology
that
believes
that
dispute
resolution
can
be
fully
decentralized
and
what
that
means
is.
There
is
no
extraordinary
that
is
the
decider
of
anyone's
fate.
So,
to
me
like,
for
sure,
a
judge
is
centralized
right,
but
even
a
mediator
is
a
point
of
centralization,
someone
that
you
are
talking
through,
rather
than
just
talking
to
your
you
know
the
person
you're
in
conflict
with
that
is
a
point
of
centralization.
A
So
in
restorative
justice
there
are
only
facilitators.
There
are
no
judges,
there
are
no
mediators.
There's
no
sentencing
committee,
there's
no
sentencing
guidelines.
Sentences
are
called
action
plans
and
they
are
completely
created
by
the
folks
closest
to
it.
Also.
A
This
is
where
we
stay
in
the
present
moment,
and
I
think
that
this
really
is
underpinned
by
the
hope
that
conflict
is
a
gift
mostly
to
our
present
and
to
our
future.
It's
the
opportunity
to
make
things
better
in
the
future,
rather
than
dwell
in
on
something
in
the
past,
so
yeah
the
sort
of
justice
it
dwells
in
the
present
moment
in
that
way,
and
I'm
just
gonna
like
rapid
fire.
Some
questions
at
you
guys-
and
I
I'd
love
to
hear
your
quick
answers
just
to
get
a
temperature
check
here.
B
I
would
say
also
a
mix
between
subject
matter:
experts
in
the
area
of
the
conflict
and
also
people
specialized
or
trained
in
conflict
management.
A
Okay,
so
in
restorative
justice,
we
pretty
much
believe
exclusively
that
the
folks
involved
closely
in
this
crime,
or
this
conflict
know
the
most
about
how
it
should
be
resolved.
So
in
many
cultures
that
use
restorative
justice,
they
also
have
like
a
high
respect
for
elders
and
those
folks
usually
have
a
seat
at
the
table.
They
are
considered
a
stakeholder
in
the
conflict,
but
they're
not
really
the
ones
who
know
how
to
res
the
only
people
that
know
how
to
resolve
the
conflict
are
the
people
in
the
conflict.
A
A
Can
execute
it
because
they're
motivated
because
ding
ding
ding
exactly
yeah,
so
this
is
a
strong
belief
of
restorative
justice
and
probably
some
other
conflict
resolution
models
that
you
guys
have
studied
during
this
training.
What
we
have
created
right,
we
feel
a
lot
more
accountability.
A
If
we've
had
a
hand
in
it,
why
is
it
important
to
resolve
conflicts.
B
C
Can
I
ask
a
question
sure
there
was
something
you
said
about
the
call
out
culture:
how
like?
What
are
the
elements
that
need
to
be
present
for
a
call
out
culture
to
not
become
a
cancelling
culture?.
A
That's
a
great
question,
a
big
one,
I
think
primarily
the
agreement
around
call
out
culture
is
really
helpful.
You
know
to
know
that
everybody
has
already
everybody
who's
participating
in.
That
community
has
already
agreed
that
this
is
one
of
our
methods
that
we
will
tap
on.
A
A
Aligning
success,
so
if
you,
if
you're
you
know,
if
your
colleague
or
fellow
in
your
community,
if
their
success
is
directly
tied
in
with
your
own,
then
you
won't
have
a
motivation
to
just
like
blatantly
call
them
out
in
a
in
a
way
to
like
tyrannically
like
exclude
them
from
a
community.
C
Yeah,
I
yeah,
I
think
that
they
resonate
with
what
he
said
of
creating
agreements
mostly
and
having
like
a
trust
fabric.
That
things
will
be
resolved
because
I
think
maybe,
like
canceling
culture,
also
comes
from
trauma
of
like
not
wanting
to
be
in
the
same
space
or
to
continue
to
be
involved
with
someone
that
has
caused
someone
else
pain
or
things
like
that.
But
then,
if
there
is
the
trust
that
that
issue
is
being
supported
and
that
there
will
be
a
resolution
that
will
feel
good
for
all
parts
and
then
yeah.
A
Actually,
it
just
makes
me
think
how,
like
psychological,
emotional
care
for
all
people
really
would
help
in
that
scenario,
right
like
to
have
a
baseline
in
our
society,
where,
like
everyone,
is
able
to
access
and
afford
therapy
counseling,
coaching
and
and
maybe
spiritual
support
as
well
right
like
to
have
that
as
a
baseline
of
your
needs
being
taken
care
of
allows
you
to
handle,
call
outs
better
in
a
way
where
you
don't
feel
like
you
want
to
run
away
out
of
the,
and
the
other
thing
that
brought
up
for
me
was
just
to
focus
on
well
in
in
like
giveth
in
our
roles
as
we
would
call
it
roles,
not
souls,
but
this,
like
this
general
principle,
that
you're
never
labeling
a
person
when
you
are
giving
them
negative
feedback.
A
It's
never
saying
like
you
are
this
way
like
you
are.
You
know
an
offender
you're,
a
problem
causer,
it's
it's
about,
focusing
on
the
specific
act
to
the
specific
pattern
of
acts,
that's
happening
and
not
assigning
that
as
a
persona
of
the
person
in
front
of
you
and
that's
something
that
restorative
justice.
It
adheres
to
pretty
strongly
it
kind
of
refuses
to
use
the
words
victim
and
offender.
A
Generally,
we
speak
of
stakeholders
in
a
crime
stakeholders
in
a
conflict
and
most
if
we
really
need
some
distinction,
we
will
say
like
a
person
who
was
harmed
and
a
person
who
caused
harm,
because
then
we
know
that
those
people
are
really
just
people
in
their
relation
to
the
confidence
certain
actions
they
took.
It's
not
an
identity
that
they
have.
A
A
We
will
get
it
as
a
way
to
cure
the
illness
that
led
to
that
conflict
and
knowing
that
the
conflict
is
really
only
a
symptom,
and
I
know
that
you
gravitons
already
get
this,
because
so
many
of
you
reflected
that
in
your
check-in.
That
you're,
like
I
already
learned
that
you
know
this
principle,
that
conflict
with
death
and
it's
an
opportunity
to
like
go
and
heal
the
conditions
that
led
to
such
a
conflict.
A
C
C
A
So
I'll
go
ahead
and
throw
up
here,
peacemaking
goals,
they're
kind
of
similar
to
restorative
justice,
and
what
about?
What
about
normal
criminal
justice.
A
B
Litigation
and
also
alternative
dispute
resolution.
E
A
Decentralized
dispute
resolution.
A
C
A
What
about
like
parents,
bombing
kids,
conflicts
right,
there's
no
name
for
this
really,
but
all
of
us
have
experienced
it
if
we
have
siblings.
B
Also
like
advice
process
or
like
peer-to-peer,
sometimes
we
just
need
someone
to
talk
to.
A
A
As
more
of
a
conflict
discouragement
rather
than
a
resolution,
but
it's
definitely
a
tool.
A
I
love
conflict
resolution
so
much
and
it's
very
rare
that
I
get
to
be
with
this
many
conflict
resolution
nerds
wow,
okay,
so
I
I
was
wanting
to
send
you
guys
into
breakout
groups
and
I'm
just
yeah
I'll
ask
right
now.
Does
anyone
know
if
there's
a
possibility
for
breakout
groups
in
discord,
calls.
C
B
A
Right
here,
cool,
so
maybe
olivia
and
all
you
you,
you
two
and
I
can
like
tag
team
that
so
I'd
love
to
send
you
guys
into
breakout
rooms
for
let's
see,
maybe
10
minutes,
yeah
10.
C
C
A
Yeah,
I'm
sure
we'll
figure
out
how
to
bring
the
room,
especially
you
guys
all
know,
10
minutes
to
rejoin
rejoin
the
gravity,
talk
channel.
So
the
questions
for
these
breakout
groups.
How
many
are
there,
how
many
like
work
stream
channels
can
we
go
into.
A
One,
can
you
tell
me
how
many
there.
B
Yeah,
there
are
right
now:
20
22
people.
A
Okay,
cool,
that's
great,
so
I
just
want
to
have
you
guys?
Can
you
still
see
my
slides
here
so
the
questions?
Okay,
cool?
A
So
the
questions
here
just
pick
one
of
these
one
of
these
conflict
resolution
methods-
that's
listed
up
here
and
and
answer
the
questions
like
what
type
of
community
or
what
type
of
conflict
would
this
practice
be
the
best
for,
and
is
there
a
centralized
party
in
this
method,
and
I
hope
you
guys
can
kind
of
bring
back
some
short
answers
on
those
before
back
to
the
thing
group.
Are
there
any
questions
about
how
to
actually
get
into
these
screens
one?
B
Yeah,
if,
if
you
scroll,
you
can
see
that
durgadass
is
right
that
now
in
omega
so
yeah
just
like,
we
should
have
around
like
four
people
joining
him,
and
maybe
I
will
join
on
commons,
boys,
channel
and
yeah
of
five
people
joining
me
and
aloysius
maybe
joins
in
soft
gob
and
five
people
and
with
you.
If
we
are
20,
I
think,
like
four
groups
of
five
five
five
people
works.
B
Just
scroll
down
and
it
says,
gravity
labs,
commons,
stewards,
yeah,
umberto
just
jump
to
commons
and
alicia's.
A
B
Hello:
everyone,
hello,
okay,
I
will
paste
the
screen
of
lois
activity
in
the
gravity.
F
Are
we
just
picking
one
from
this
list
and
then
talk
about
like
which
situation
are
you
best
for.
D
B
D
Yeah,
oh
sorry,
okay,
go
ahead!
Thanks,
juan
a
quick
question.
Is
there
anybody
from
metagame
that
have
already
graduated
from
graviton
from
gravity.
B
No
right
now
we
have
a
lot
of
people
participating,
but
we
have
not
like
the
first
graduated
graviton,
still,
okay,.
B
Okay,
so
what
which
one
will
will
we
choose.
B
B
B
I
will
I
will
take
some
notes
and
on
which
cases
it's
good
to
use
a
litigation.
Traditional
justice
system.
B
And
I
would
say
that
when
there
is
no
good
will
from
the
parts
to
reach
from
a
negotiated
solution,.
D
F
Did
you
say
one
like
if
if
the
individuals
don't
like,
aren't
familiar
with
each
other,
or
did
you
say
something
along
those
lines.
B
Yeah,
when
there's
no
good
will
to
reach
a
negotiated
solution
to
yeah
foster
communication
and
clear
ways
to
solve
the
issue
like
yeah
previous
experience
and.
B
C
I
almost
think
it's.
It
makes
me
think
of
the
canefen
model
like
when,
when
things
are
clear,
you
know
you
almost
follow
that
best
practices
versus
you
know.
You
might
want
to
use
a
different
type
of
conflict
resolution
if,
if
the
parameters
are
complex
or
chaotic,.
B
And
yeah,
I
I
think
there
is
a
centralized
party
in
this
method.
B
Party,
maybe
we
can
choose
another
one
so
that
we
we
do
too,
because
we
already
said
some
things
about
these
traditional
litigation,
justice
systems.
C
I
think
almost
as
if
like
a
broader
group
of
like
more
creative
or
human
based,
so
like
some
of
the
things
that
I
see
that
might
fit
into
that
that
I'm
familiar
with
are
spiral,
dynamics
or
nvc
or
shadow
work,
where
it's
focused,
really
kind
of
on
the
human
connection
or
relations
to
human
needs.
B
Yeah,
when,
when
there's
a
need
of
authority,
that
that
would
be
a
case
of
using
this
litigation
mechanism
too.
B
And
how
about
if
we
discuss
a
little
bit
for
the
the
negotiation
and
mediation.
F
B
Think
they
work
really
well
when,
when
they're
goodwill
to
to
to
negotiate
and
when
there
are
common
interest
for
for
for
a
possible
beneficial
outcome
for
for
all
parts,
I
think
that
fosters
negotiation
and
I
think,
there's
no
centralized
party
in
in
negotiation.
F
E
B
Now
the
question
that
I
was
thinking
is
then,
which
are
the
ones
that
are
fully
decentralized.
D
What
is
the
difference
between
restorative
justice
and
decentralized
dispute
resolution.
B
Okay,
restorative
justice
is
what
she
was
explaining,
where
there
is
no
like
actual
third
part,
but
like
the
system
fosters
the
communication
between
the
two
people,
but
in
decentralized
dispute
resolution
we
can
have
a
third
part
facilitating
the
the
communication
and
I
think,
of
the
centralized
dispute
resolution,
something
as
as
cleros
or
aragon
court
that
maybe
somehow
are
similar
to
the
litigation
system.
But
they
don't
work
with
states.
B
B
In
my
experience,
like,
I
haven't
been
so
much
near
to
reservative
justice
circles,
but
what
I
have
seen
is
that
they
work
really
well
in
small
communities
where,
like
everyone
knows,
each
other
and
like
the
community,
can
like
promote
the
process
without
having
someone
like
delegated
to
carry
that
flag.
D
D
That
would
be
more
like
a
restorative,
but
in
this
way
also,
you
will
need
like
some
roles,
as
you
were,
explaining
anything
on
the
first
or
second
session
for
for
the
for
a
person
not
to
gain
enough
power
to
be
always
there
something
else.
B
Yeah
yeah
yeah,
like
maybe
when,
when
we
all,
are
gravitons,
we
can
practice
restorative
justice
because
there
shouldn't
maybe
in
no
need
of
of
of
a
mediator
between
the
conflicting
parts,
but
that
the
conflicting
parts
can
can
talk
safely
about
their
conflict
within
themselves
and
within
the
organization.
D
B
Yeah
yeah,
like
I
I
understand
it-
works
really
well
in
in
small
communities
and
a
lot
of
indigenous
communities
actually
here
in
colombia,
there's
also
indigenous
communities
that
have
this
role.
That
is
called
the
word
man
el
palabrero,
and
he
is
a
person
that,
like
he.
B
Like
proposes
to
the
parties
a
solution
and
and
but
but
it's
not
like
an
imposition,
but
it's
like
what
what
they
consider
to
be
fair
is
what
that,
like.
It's
it's
well
seen
within
the
group.
D
Guys,
sorry
to
interrupt
just
that,
louie
asked
me
to
ask
everyone
to
come
back
to
gravity.
Okay,
let's
come
back.
A
And
originally
I
thought
we
could
report
back
on
this,
but
I
think
for
timing.
I
won't
maybe,
if
there's
a
few
minutes
at
the
end,
we
can
hear
some
thoughts
whenever
we
go,
but
now
I
want
to
get.
I
really
want
to
get
to
talking
about
practical
implementation.
A
So,
just
briefly,
why
doesn't
centralization
work
in
justice
or
in
conflict
resolution?
We
can
see
that
it
doesn't
work
because
of
recidivism
recidivism
is
a
fancy
word
for
people
returning
to
the
criminal
justice
system
after
they've
already
been
through
it?
You
know
they
go
to
court.
They
are
sentenced
to
to
prison
time.
A
They
go
to
prison,
which
is
supposedly
a
correctional
facility
which,
if
it
was
doing
any
correcting,
they
probably
would
never
come
back
there,
but
we
see
like
massive
rates
overseas,
recidivism
like
up
to
like
80
in
some
demographics,
for
a
certain
price.
So
we
know
it's
not
working.
Also
people
don't
experience
healing
in
court.
My
my
restorative
justice
teacher,
a
wonderful
woman
named
andrea
breneke.
A
A
So
yeah
and
another
thing
you
know,
is
there's
there's
too
much
opportunity
for
like
really
bad
profit
models,
at
least
in
the
united
states.
There's
a
whole
industry
around
like
private
justice
system
companies,
and
it's
not
it's
not
even
just
jails
that
are
privately
run.
It
reaches
into
into
the
social
work
sector
reaches
into
weapons
manufacturers.
A
E
Can
I
imagine
one
thing
yeah
before
centralization
occurs?
It
seems
to
me
that
if
we
centralize
our
education
system,
what
an
ed,
what
a
what
a
community
or
culture
educates
is
what
it
becomes.
We
educate
people
in
this
punitive
and
reward
system,
and
then
it's
inevitable
that
we'll
end
up
with
centralization
out
of
that
and
will
inevitably
end
up
with
a
punitive
and
reward
justice
system,
and
then
it's
you
know.
So
it's
it's
kind
of
a
before
all
of
this
parts
that
you're
talking
about
now.
It's
profit
for
everybody.
A
Yeah
that
puts
a
you
know
an
extra
spin
on
the
school-to-prison
pipeline
right,
but
I
think
we
even
like
a
lot
of
us
experience
it
in
our
families,
very
punitive
justice
systems
and,
like
kids,
not
feeling
like
they
have
agency
over
the
decisions
around
conflict
in
their
lives
and
that
someone
else
needs
to
make
a
decision
for
them.
A
So
it
starts
early.
That's
a
great
point.
I
want
to
talk
about
practical
implementation
because
it's
really
possible
for
all
of
y'all
to
have
strong
conflict
resolution
methods
in
your
respective
organizations
and
communities,
and
I
would
like
to
give
you
something
to
take
away
and
to
take
home
with
you
from
that
session.
So
I
just
yeah
so
so
there's
some
steps
for
setting
up
a
conflict
resolution
process
in
your
community.
A
C
A
Of
there's
even
more
out
there
on
the
web
and
it's
as
long
as
you
have
some
sort
of
governance
process,
some
sort
of
decision-making
process
in
your
community.
Then
you
can
propose
one
of
those
methods
and
have
everyone
agree
to
it,
and
that's
really
important
to
agree
to
the
methodology
ahead
of
time,
and
it
can
always
be
changed
at
a
later
date.
You
know
it
could
be
like
hey
we're,
gonna,
try
nvc,
for
you
know
for
2022.,
and
if
we
don't
like
it,
then
in
2023
we'll
choose
a
different
one.
A
You
know,
but
having
that
agreement
is
really
helpful.
The
second
thing
is
facilitators.
You
need
to
have
clear
facilitators
that
everyone
knows
who
they
are
and
thus
how
to
initiate
the
conflict
resolution
process.
You
also
need
training
for
these
facilitators.
A
It
should
be
pretty
open
and
available
for
other
folks
in
the
community
to
become
a
facilitator
of
this
method.
Number
four
is
kind
of
back
to
that,
selecting
a
method
which
is
getting
the
the
team
agreement
on
using
that
method.
Five.
You
also
want
to
hold
up
that
at
times.
Resolving
conflict
is
valuable
time.
A
If
you
are
in
a
community
that
works
together
or
that
has
some
sort
of
financial
engagement
together,
if
people
are
paid
for
other
things,
they
do
with
their
hours,
they
should
definitely
be
paid
for
time
that
they
spent
resolving
conflict,
whether
that's
a
conflict
that
they
started
or
that
they're
facilitating
or
what
we
gotta
make.
A
People
know
that
this
is
valued
time
and
then
the
last
thing
is
just
celebrating
conflict
celebrating
it
as
a
learning
process,
celebrating
failure
and
having
that
be
an
organization
wide
culture,
a
feeling
that
conflict
is
good,
great
opportunity.
A
Now
I
like
breaking
down
the
word
responsibility
right,
because
you
could
say
maybe
in
your
org
values,
that
if
there's
a
conflict,
the
participants
have
a
responsibility
to
resolve
it,
but
it's
not
so
heavy.
But
if
you
look
at
it,
it's
an
ability
to
respond
right,
it's
an
opportunity
and,
and
then
going
in
on
kind
of
a
micro
of
of
what
one
of
these
conflict
resolution
processes
would
look
like
in
practice.
A
This
is
this
justice
project.
The
klonlin
dunn
community
is
on
a
navajo
reservation
in
yukon
territory
and
it
yeah
it
facilitates
offenders
and
victims
through
a
circle
sentencing
process.
I'm
just
going
to
read
out
to
you
guys
these
seven
steps,
because
I
think
they're
really
valuable
enough
step.
One.
The
offender
is
referred
by
police
or
peacemakers
for
diversion
remediation.
A
So
in
whatever
methodology
you
use
in
your
org,
you
just
want
to
know
who
are
these
referral
people
like?
Who
has
that
role,
because
you
probably
don't
have
police
in
your
community
right,
but
maybe
who
are
the
peacemakers
or
who
else
is
able
to
trigger
this
process?
Maybe
it's
everybody,
and
maybe
there's
certain
people
who
are
assigned
to
looking
out
for
conflict
and
make
those
referrals
of
like
hey.
Let's
start
a
process
step
two
and
an
application
is
made
to
the
quant
line
done
justice
project.
A
The
application
involves
many
parties,
including
an
elder,
the
victim
coordinator,
probation
officer,
community
members.
So
this
is
where
you
gotta
know
which
types
of
stakeholders
does
your
conflict
methodology
include.
I
think
in
nbc
a
lot
of
times
it's
just
like
one-on-one
and
it's
about
teaching
people
to
communicate.
You
know
from
ice
stations
and
to
be
able
to
really
represent
themselves
to
each
other,
but
like
contrarily
in
restorative
justice,
you
do
want
to
have
some
sort
of
community
elder
or
leader.
A
You
want
to
have
a
support
person
for
each
of
the
of
the
people
who
is
most
directly
involved
in
the
conflict.
You
want
to
have
maybe
community
members
that
witnessed
it
or
were
affected
by
it.
So
it's
more
of
a
communal
process
step.
Three.
The
community
justice
committee
makes
a
decision
to
accept
or
reject
the
application.
A
So
that's
an
interesting
factor
of
this
system
that
that,
if
people
choose
not
to
participate
in
it
for
some
reason
that
it
does
actually
get
escalated
to
the
traditional
justice
system,
in
this
case
it
would
be
tribal
court
and
then,
if
the
case
is
accepted,
the
committee
makes
a
decision
on
when,
where
and
who
to
include
in
the
circle
sentencing
process,
so
always
letting
your
stakeholders
know
what
to
expect
when
to
show
up
well
ahead
of
time,
so
people
can
be
really
prepared
for
this
sensitive
session
step.
A
Four,
the
offender
support
group
and
the
victim
support
group
prepare
for
the
circle.
This
may
involve
meanings
and
possible
mediation
between
representatives
of
the
groups
step.
Five.
The
circle
sentencing
hearing
takes
place
now
in
restorative
justice.
This
is
often
a
long
meeting
which
I
think
is
a
good
thing
to
build
realistic
expectations
around
when
you
are.
You
know
back
at
this
last
slide,
number
four
getting
your
team
to
agree
to
use
that
method.
A
You
want
to
say,
like
hey,
I'm
pitching
this
method
for
us
to
use,
but
just
so
you
know,
anytime,
a
conflict
comes
up.
We
can
expect
that
it
will
take.
You
know
two
hours
out
of
your
life
one
day
and
another
five
of
coordinating
ahead
of
time
and
step
six
here
the
sentence
is
implemented
in
restorative
justice.
We
would
have
a
step,
6.5
kind
of
which
is
checking
in
on
like
we
would
have
a
post
circle
where
we
check
in
and
find
out.
A
If
the
sentence
has
been
followed
and
then
step
seven
is
that
the
community
pardons
the
offender,
so
they
get
full
acceptance
back
into
their
community.
I
think
it's
really
valuable
for
folks
entering
this
to
know
what
to
expect
at
the
end
of
this
and
to
know
that
that
reintegration
is
possible
and
trust
among
their
community
as
possible.
A
A
So
if
there's
anything,
you
want
to
ask
me
or
just
final
thoughts
to
share
in
our
five
minutes
here.
That'd
be
great.
B
I
want
to
say
louie
first,
thank
you
for
sharing
this
with
us
and
also
thank
you
because,
like
one
year
ago,
and
we
had
the
same
conversation
and
you
gave
like
these
same
steps
that
you
numbered
here
and
those
are
those
were-
and
those
are
some
of
the
steps
that
we
are
trying
to
reproduce
in
gravity.
B
That's
why
we
are
having
this
training
of
the
facilitators
and
we
are
also
working
on
the
cultural
side.
So
like
everything
like
takes,
shape
and
yeah.
D
B
Really
want
to
thank
you
because
from
from
not
an
active
contribution
like
every
day,
but
with
just
one
small
contribution,
it
was
like
a
a
big
push
for
for
this
project
and
for
this
community,
and
it's
also
for
for
hello.
You
discord.
C
B
Yeah
and
though
they
are
all
like
different
mechanisms,
but
more
or
less,
they
follow
some
of
the
steps
that
louie
was
mentioning
and
that's
like
a
a
great
really
summer,
summarize
of
of
how
to
build
your
own
conflict
management
system
in
your
organization
and
yeah.
B
The
idea
of
of
of
gravity
and
of
this
training
is
that
some
of
you
can
also
replicate
or
develop
the
your
own
conflict
management
system
in
in
your
organization,
and
you
can
choose
if
you
want
to
repeat
some
of
the
things
that
we
do
in
gravity
or
if
you
want
to
choose
another
method
but
more
or
less
yeah.
The
the
the
steps
on
on
what
is
necessary
necessary
to
to
to
build
your
system.
B
And
if
no
one
wants
to
jump,
we
can
wrap
up
this
call
and
and
yeah.
If
someone
wants
to
share
his
his
or
her
final
thoughts.
E
Well,
it
seemed
to
me
that
there
were
a
lot
that
really
applied
across
a
lot
of
communities,
so
I
think,
based
on
a
screenshot
for
me,
I
thought
nvc
shadow
work,
polarity
mapping
and
spiral
dynamics.
Integral
theories
were
the
ones
that
jumped
out
at
me
for
being
applicable
to
a
really
broad
amount
of
conflict
resolution
situations,
but
they
also
do
things
like
transform
conflict
and
so
on.
So
so
that
was
what
we
were
talking
about.
I
think
in
our
breakout
group.
C
A
F
A
I
will
just
make
one
last
little
plug
here,
so
I
recently
joined
git
coin
as
a
people.
Ops,
lead
and
bitcoin
is
doing
a
great
job
of
committing
to
decentralized
practices
or
leading
a
great
community
decentralized
people,
practices
which
definitely
includes
conflict
or
resolution.
So
there's
a
really
cool
culture
going
on
there
right
now,
both
in
the
in
the
company
and
the
dow,
and
there
are
we're
hiring.
There
are
open
jobs
and
bitcoin
the
company
and
also
bitcoin
endow.
A
So
if
any
of
y'all
are
looking
to
like
move
more
fully
into
a
web
3
position.
You're
super
welcome
to
reach
out
to
me
and
I'd
love,
to
talk
to
you
about
it,
because
I.
A
And
thank
you
so
much
everyone.
This
was
a
great
session
like
I
said
it's
awesome
being
around
conflict
resolution
nerds.
It's
a
really
rare
opportunity
for
me
so
well
done
and
yeah
have
a
great
rest
of
your
graviton
training.