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From YouTube: 2nd Graviton Training Session #8: BATNA, Negotiations & Alternative Dispute Resolution, led by Juan
Description
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A
Number
eight
of
this
graviton
training
and
that's
amazing,
because
because
we
have
come
a
lot,
a
long
journey
to
come
here-
and
I
feel
I
I
am
really
proud
about
how
the
training
is
going,
because
we
have
had
several
facilitators
and
we
have
had
a
lot
of
interesting
topics
that
all
of
them
are
complementary.
A
Skills
to
to
manage
conflict
and
to
also
prevent
it,
both
in
a
group
and
also
from
an
individual
point
of
view.
So
in
this
session
we
will
be
having
two
main
topics
and
one
is
about
alternative
dispute
resolution.
A
We
are
going
to
get
into
the
ground
about
what
are
the
gravity,
processes
and
yeah
that
then
we
are
going
to
deep
dive
on
some
of
the
documents
we've
been
working
on
and
and
the
structure
we
have
been
building
to
have
the
project
to
this
point
and
also
the
very
important
documents
that
all
gravitons
need
to
see
and
understand
and
manage
so
yeah
this
session.
I
am
going
to
start
also
practicing.
A
This
is
a
hawaiian
practice.
I
don't
know
if
you've
seen
this
video,
I
think
yeah
we
shared
it
yesterday
in
the
twitter.
A
Yeah,
but
I
I
really
recommend
it
if,
if
you
haven't
seen,
I
recommend
you
to
see
it
or
we
can
also
spend
some
some
minutes
watching
this
video,
but
it's
a
practice
that
is
meant
to
erase
memories.
A
Sometimes
we
are
like
alike,
but
through
memories
we
take
away
like
we
create
a
cloud
and
we
don't
let
that
light
pass
through
us,
because
there
is
the
cloud
and
when
you
erase
that
this
memory
of
this
clock
memory
of
cloud
cloud
memory,
we
are
able
to
let
light
go
through
us
again.
So
I
am
going
to.
A
Yeah
I'm
going
to
play
this
video
for
some
minutes
and
then
we
are
going
to
have
a
practice
of
of
this
here
in
the.
B
I
call
to
answer
the
question:
who
am
I
because
what
happens
is
when
you
don't
know
who
you
are
you
become
a
problem?
So
it's
important
to
answer
the
question.
Who
am
I
I'm
going
to
take
you
back
to
the
beginning
of
zero?
This
is
where
we're
always
going
to
come
back
is
to
zero.
When
you
hear
great,
sages
such
as
buddha
says,
come
back
to
boy
zero,
you
hear
the
same
message
from
people.
It's
great
saying
such
a
jason
come
back
to
the
purity
of
soul.
Even
shakespeare
shakespeare
talks
about
coming
back
to
blind.
B
So
why
is
it
that
you
want
to
come
back
to
zero,
because
that
zero
is
where
all
your
answers
are
so
zero?
When
you
are
at
zero
buddha
says
you
become
enlightened,
so
you
become
the
I
am
when
you
become
the.
I
am
you
become
inspiration
you
get
inspired
when
you
are
inspired,
you
get
the
right
sources
of
wealth.
B
B
A
A
So
yeah
the
people
who
knows
me
from
a
little
time
or
who
have
at
least
we
have
had
the
pressure
to
see
physically.
A
They
know
that
I
like
to
give
wristbands
with
these
words
the
words
I
love
you.
Thank
you.
I'm
sorry
and
forgive
me
to
remind
people
of
this
practice
of
how
many
times
we
carry
a
luggage
that
really
it's
not
needed
for
us
to
be
free
and
how
many
many
times
with
that
memory
with
that
ego
with
that
idea
of
ourselves,
really,
we
block
light
the
light
that
that
that
shines
from
us,
so
yeah
we're
going
to
have
up
this
practice.
A
He
and
I
will
ask
you
to
yeah,
take
a
a
comfortable
position
and
to
take
a
little
bit
of
a
deep
breath,
and
I
will
be
saying
these
words,
so
you
can
like
relate
to
them
and-
and
it's
also
a
very
personal
experience
because
I
will
be
saying
like
I
am
sorry-
and
I
will
be
saying
I'm
sorry
for
for
some
things
that
I
feel
that
I
need
to
say
I'm
sorry.
A
But
if
you
feel
that
you
have
something
to
say,
I'm
sorry
for
please
do
it
and
that
way
we
can
yeah
erase
that
cloud
of
memory
and
let
the
shot.
The
light
that
is
inside
of
us
shine
so
yeah
and
also
on
opponopono
is
very
important
to
become
responsible
for
our
actions
and
our
feelings.
So,
and
I
I
like
how
it
complements
with
nbc
and
with
this
continuous
learning
that
we
that
we
are
having.
A
So
I
will
start
saying
that
I
am
sorry
and
I
am
sorry
for
the
harm
I've
made
to
others,
and
I
am
sorry
for
the
judgments
I
have
made
to
others,
and
I
am
sorry
for
the
pain
that
others
feel
and
that
there's
not
much
that
I
can
do
so.
I
have
also
to
become
conscious
of
that.
My
actions
and
all
of
our
actions
always
impact
others
so
and
we
are
not
perfect
and
sometimes
even
without
wanting
to
we
sometimes
harm
others.
A
So
yeah,
I'm
sorry-
and
I
say
this
so
that
I
have
nothing
else
to
be
sorry
for,
and
I
forgive
myself
for
the
harm
I
have
caused
to
myself
and
for
blaming
other
others
for
my
feelings.
A
I
take
full
responsibility
of
my
feelings
and
I
forgive
myself
for
being
hard
with
me
or
for
being
hard
with
others.
I
I
want
to
open
my
heart
and
feel
love
and
feel
an
immense
love,
and
I
want
to
say
I
love
you.
I
love
you,
the
peop,
the
person
that
is
hearing
me
in
this
screen.
I
respect
you
and
I
honor
you,
and
I
love
you
for
taking
your
time
for
to
to
hear
what
I
have
come
here
to
to
to
say
to
for
joining
all
these
graviton
trainings.
A
I
love
you
because
sometimes
we
are
scarce
with
our
love,
with
our
capacity
to
love.
But
really
love
is
a
unlimited
resource
that
we
have
within
ourselves.
So
we
are
sometimes
scarce
with
love
and
we
only
love
our
family
and
we
only
love
our
our
partner,
but.
A
We
can
open
our
hearts
to
love
each
and
every
one
of
us
and
love
ourselves
as
as
brothers
as
one
big
family,
so
yeah.
I
love
you
all
and
yeah
my
my
feelings
for
all
of
you
are
of
of
respect
and
and
admiration,
and
thank
you
thank
you
for
for
making
me.
A
Feel
valued
and
thank
you
for
for
listening
to
me
and
also
for
making
the
lightings
inside
of
me
shine
brighter,
because
I
wasn't
able
to
to
to
communicate
all
that.
I
have
inside
of
me
until
this
moment,
and
I
thank
you
because
all
of
you
have
like
developed
my
my
my
best
self
for
this
moment.
So
yeah,
that's
the
practice.
A
I
want
to
share
with
you
and
with
this
we
want
to
fill
ourselves
with
love
to
let
go
of
things
from
the
past
and
to
thank
the
world
and
the
life
that
we
have,
because,
even
though
that
we
are
passing
through
tough
times
all
of
the
people
that
is
here
has
have
a
lot
of
things
to
to
to
give
thanks
for
and
also
for
the
position
that
we
have
where
we
can
make
impact
on
building
and
changing
the
things
how
we,
how
we
feel
it
they
can
be
better.
A
A
Thank
you
all,
and
now
after
this
intro,
we
will
get
into
the
center
of
this
session.
That
is
how
to
manage
disputes
like
until
this
moment
in
the
graviton
training.
We
have
talked
a
lot
about
how
to
prevent
disputes,
how
to
create
trust,
how
to
develop
empathy
with
the
other,
how
to
communicate,
but
eventually
and
it's
normal
that
disputes
arise
and
it
can
be
either
between
two
people
or
either
you
being
a
third
side
in
in
in
a
conflict.
A
There
are
certain
tips
and
skills
that
that
you
can
reproduce
to
to
react
the
best
when
when
a
conflict
arises,
so
that's
why
we
promote
in
gravity
alternative
dispute
resolution
that
is
any
method
of
or
or
mechanism
of,
resolving
disputes
other
than
litigation,
and
there
are
many
alternative
dispute
resolution
techniques,
but
they
all
basically
stand
and
from
a
non-adversarial
search
for
a
beneficial
outcome.
Looking
for
compromise
and
dialogue
between
parties,
so
I
think
you
are
already
familiar
with
this
image
and
I
will
go
fast
with
it.
A
But
this
is
basically
the
conflict
management
cycle
for
the
house.
That
gravity
proposes
and
is
that
there
can
always
be
an
external
management
layer
where
you
can
have
arbitration
and
where
you
can
invest
as
a
third
with
authority
to
take
a
decision.
A
But
when,
when
we
use
that
that
method
of
solving
disputes,
there
will
be
always
a
clear
winner
and
a
clear
loser
and
the
outcome
of
the
dispute
will
not
come
from
the
parties
but
for
from
a
third
side,
and
we
want
to
promote
an
self-composition
within
the
community
and
like
to
create
an
internal
management
player
when
the
outcomes
of
a
dispute
emerge
from
dialogue
between
parties
compromising
for
wind
wheels,
win-win
solutions.
A
And
this
way
we
can
avoid
falling
into
the
prisoner's
dilemma
and
rather
like
creating
new
new
paths
and
looking
for
beneficial
outcomes.
With
the
communication
and
with
the
dialogue
of
the
parties.
A
And
here
we
explain
a
little
bit
of
two
self-compositive
adr
mechanisms
that
we
can
have
here
in
gravity
and
and
that
we
can
that
we
mostly
promote.
And
it's
one.
The
first
one
is
the
mediation,
is
a
mechanism
where
the
third
party
does
not
have
decision
making
capacity.
He
or
she
is
only
a
facilitator.
A
And
this
is
what
we
mostly
do
in
gravity
in
gravity.
We
do
mediation
between
people
other
than
like,
focusing
in
this
conflict
management
scenario,
so
yeah,
and
we
also
have
conciliation,
and
we
is
when
the
two
parts
invest
the
the
the
third
party,
with
the
ability
to
propose
decisions
and
and
yeah.
They
mostly
differ
in
the
in
the
capacity
that
the
mediator
has
in
in
in
in
the
dispute.
But
yeah.
We
mostly
use
a
mediation
where
the
the
conflict
manager
is
just
a
facilitator.
A
A
And
arbitration
you
know
you
know
it
is
when
you
invest
someone
with
with
authority
to
take
a
decision,
and
why
is
hetero
compositive,
because
yeah,
in
contrast
to
consolation
and
mediation,
the
composition
is,
is
not
built
from
the
agreement
of
the
parts
involved
but
from
the
decision
of
the
of
a
delegated
third
party.
A
So-
and
I
hope
you,
you
also
check
out
this
video
that
is
getting
to
yes
in
challenging
times.
William
uri
is
an
expert
on
mediation
and
on
negotiation,
and
he
leads
the
heartburn
program
on
negotiation,
and
this
is
a
really
cool
video
that
he
recorded
last
year,
mostly
around
this.
The
same
dates
and
it's
really
good,
so
he
he
proposes
a
way
of
managing
disputes
drawn
as
as
an
engineering
point
of
view-
and
I
like
this
narrative
of
engineering,
because
here
we're
in
the
token
engineering
commons.
So
we
are
engineering
tokens.
A
We
can
also
engineer
negotiation
and
basically
he
he
says
that
there
are
three
main
important
basis
of
of
of
building
a
bridge
between
two
people
and
building
a
bridge
between
two
people.
We
mean
managing
a
conflict
between
them
and
one
is
the
balcony,
the
other
one
is
the
bridge
and
the
other
one
is
the
third
side
so
yeah
the
balcony
is
to
to
not
let
yourself
be
out
of
your
optimal
arousal
zone.
A
Why?
Because
sometimes
we
are
building
a
bridge,
but
then
we
are
almost
reaching
an
agreement,
but
then,
like
emotions
arise
and
someone
maybe
touch
a
sensitive
fiber
of
the
other
and
and
because
of
emotions.
A
A
rational
decision
can
be
taken
down
so
like
maybe
you
were
building
a
bridge
with
someone,
but
then
she
calls
you
or
he
calls
you
by
the
name.
You
don't
like
to
be
told,
and
you
say,
hey,
I
wa.
I
wanted
to
reach
an
agreement
with
you,
but
now
that
you
said
what
I
didn't
like
to
hear.
I
don't
want
to
have
anything
with
you
and
that,
and
this
happens
a
lot.
A
This
happens
a
lot
and
when
we
are
facilitating
a
mediation,
it's
important
to
create
this
safe
environment
where,
where,
where
things
don't
go
chaotic
because
they
can
go
chaotic
really
easily,
and
and
it
has
happened
to
me-
and
it's
not
nice-
and
it's
mostly
also
lack
of
the
mediator
when,
when
when,
when
you
can
you,
you
don't
prepare
the
safe
space
as
good
as
as
as
you
could
have
done
it
so
that
so
that,
when,
when
building
the
bridge
like
emotions,
don't
turn
you
down
and
and
and
yeah
staying
in,
the
balcony
is
staying
with
the
eyes
in
in
what
you
want
and
not
letting
you
and
like
sing
from
a
high
point.
A
The
bridge
is
the
the
the
the
building
a
mutual
agreement
between
the
parties,
and
this
and
the
third
side
is
also
a
person
who
who
is
bested,
with
confident,
with
confidence
from
both
parties
to
sustain
the
structure
so
yeah.
A
I
I
like
this
this
this
analogy
and
I
think
yeah
it's
it's
a
good
way
of
of
facing
dispute
when
it
arises
and
also
on
what
are
the
important
things
that
you
have
to
keep
in
mind
when
when,
when
in
these
situations,
so
it's
not
just
like
building
a
a
bridge
between
the
the
two
people,
but
also
creating
a
safe
space
and
always
trying
to
keep
like
emotions
controlled
so
like
so
that
things
don't
go
chaotic,
because
when
what
we
are
doing
in
in
in
in
conflict
management
is
that
we
are
trying
to
not
take
emotional
reactions
but,
but
rather
to
build
to
build
rational
agreements
and,
and
the
importance
of
of
of
of
creating
this
balcony
is
to
not
let
like
emotions,
turn
down
your
agreements.
A
So
I
think
we
are
clear
on
that
and
I
will
pass
to
the
next
slide
so,
and
this
is
explained
on
the
bridge.
This
is
the
bridge
and
it's
like
there
are
two
people
and
they
both
have
one
most
desired
outcome
and
one
least
acceptable
agreement.
A
They
both
have
a
most
desired
outcome
that
can
be
polarized
from
the
other,
but
you
can
you,
you
can
try
to
create
a
zone
of
possible
agreement
by
not
by
taking
one
or
the
other
into
their
least
acceptable
agreement,
but
I'm
trying
to
meet
them
in
the
middle,
meet
them
halfway
and
yeah.
This
is
on
negotiation
and
who
is
the
third
side?
The
third
side
is,
can
be
outsiders
and
can
be
insiders.
A
But
the
importance
of
of
of
the
third
side
is
for
it
to
be
responsible
and
and
committed
to
the
cause,
because
we
as
a
third
side,
can
act
either
as
a
facilitator
to
the
to
the
to
the
soul
being
and
the
management
of
the
dispute,
or
rather
as
a
catalyst
of
an
explosion.
A
Because
we,
the
third
side
we
will
have
access
to
private
information
and
to
important
information
from
one
side
or
the
other.
And
if
a
third
side
is
is
bad
intentioned,
can
can
help
ignite
the
fire.
A
So
one
thing
when
you're
looking
for
a
third
side,
if
you
is
that
you
want
someone
that
is
someone
who
you
can
feel
comfortable
and
confident
with
that
will
do
things
right
for
you
and
for
the
other
person,
and
that's
why
in
gravity
we
have
a
lot
of
requirements
to
only
not
only
to
become
a
graviton,
as
this
training
is,
but
also
to
stay
as
a
graviton
and
to
mediate
in
a
dispute,
because
we
don't
want
to
be
like
the
people
that
they,
like
people,
come
to
us
for
with
a
dispute,
and
then
we
just
give
them
something
bigger.
A
So
what
is
being
a
good
third
part
is
to
be
able
to
procure
a
safe
space
for
each
part
to
to
to
trust
in
the
process
and
to
collect
valuable
information.
A
We
need
to
be
able
to
map
and
clarify
the
situation.
Sometimes
the
conflicts
need
are
not
what
they
are
shown.
Sometimes
we
see
like
the
symptom
of
a
conflict,
but
we
need
to
map
and
really
understand
the
conflict
to
get
to
the
root
of
it,
and
a
good
third
part
needs
to
help
the
parties
understand
their
own
interest
and
risk
and
explore
all
possibilities
to
confirm
a
satisfactory
agreement
and
help
to
make
informed
decisions.
A
Pondering
expected
costs
ex-ante
and
exposed
unexpected
benefits
to
a
negotiated
agreement.
So
what
like?
We?
We
are.
We
are
not
imposing
decisions
or
or
to
anyone,
but
we
are
rather
telling
them
that,
then
that
we
can
help
them
to
make
informed
decisions
and
and
yeah
that
they
will
have
better
outcomes
from
the
dispute
with
a
negotiated
agreement
than
if
they
solve
it
by
their
own
hands
or
if
they
solve
it
with
a
third
one
that
they
just
give
authority
to
take
a
decision,
but
we
also
foster
self-compositive.
A
So
sometimes
someone
requests
like
support
from
gravity
and
what
we
tell
them
is
hey,
communicate
directly
with
the
other
part,
because
sometimes
we
are
even
shy
to
say
things
or
we
don't
know
how
to
say
them,
but
or
we
think
that
the
other
person
will
receive
what
we
have
to
say
in
a
bad
manner,
but
yeah.
We,
we
also
foster
the
cup
that
everyone
has
the
capacity
to
and
the
and
the
agency
to
to
express
what
they
feel
and
to
express
it
in
a
in
a
good
way.
A
So
now
we
are
going
to
get
into
a
deep
dive
of
what
we
have
building
on
gravity
until
this
point
and
I
will
be
opening
a
lot
of
links,
but
most
of
them
are
in
in
the
study
plan
here
and
others
are
of
easy
access,
so
yeah,
I
will
be
sharing
them
too
so
yeah.
First,
we
have
a
code
of
conduct
inside
of
gravity
and
it's
the
actions
that
that
are
possible
within
gravity
and
is
that
everyone
can
feel
the
type
form
or
approach
any
of
the
gravitons.
A
A
All
community
members
can
propose
new
methodologies
to
approach
graduated
sanctions
and
mutual
monitoring
as
as
well
as
upgrade
the
current
ones,
because
we
are
always
evolving
and,
as
we
saw
in
lowe's
session,
there
are
a
lot
of
conflict
management
methodologies.
So
it's
not
that
we
are
going
to
marry
with
mediation
and
conciliation.
A
If,
if
someone
says
that
we
can
integrate,
I
don't
know
integrating
polarities
or
other,
as
as
we
are
also
integrating
non-violent
communication,
our
idea
is
to
have
like
a
portfolio
of
practices
that
that
can
fit
the
different
circumstances
of
conflicts
because
not
like
all
conflicts
are
are
are
are
different
and
they
can
be
approached
or
solved
better
with
with
one
methodology
than
the
other.
So
this
is
also
a
very
creative
science,
where
you
can
say
hey.
I
think
that
maybe
this
conflict
don't
actually
need
a
mediation.
A
Maybe
we
can
have
this
other
practice
or
maybe
we
can
make
an
yeah,
but
the
idea
is
that
we
can
have
this
structured
and
and
yeah
that
we
can
continue
iterating
in
our
conflict
management
mechanism.
A
Gravitons
can
submit
conflict
or
issues
to
the
gravity
registry.
I
am
going
to
talk
to
you
about
the
gravity
registry
in
in
some
minutes.
That
is
a
database
of
the
cases
managed
by
gravity,
conflict
resolutions
calls
and
chats
are
close
to
gravitons
and
parties
involved
to
respect
privacy
and
vulnerability.
A
The
gravity
working
group
can
host
training
and
capacity
individuals
to
become
gravitons.
The
graviton
training
is
free
and
open
for
all
the
gravity
can
remove
proposals
from
all
the
voting
categories
they
receive.
Flaggings
are
and
or
are
seen
as
harmful
to
the
communities
based
on
rules,
boundaries,
terms
and
conditions.
A
Yeah-
and
we
also
have
rules
and
boundaries,
like
all,
members-
should
act
in
acknowledgement
in
the
with
the
guideline
for
scale
of
conflicts
and
graduated
sanctions.
I
will
be
opening
this
because
we
will
be
seeing
some
minutes.
A
Graviton
should
comply
to
the
code
of
conduct
of
the
tc
and
there
are
additional
graviton
count
of
conduit
yeah.
We
have
a
graviton
hole
of
conduit
and
yeah
here
I
say
that
graviton
should
comply
to
the
conduct
of
the
tc
because
we
are
in
the
tc,
but
if
you
are
developing
a
gravity
in
your
organization,
you
can
just
yeah
say
that
people
comply
to
the
code
of
conduct
of
your
organization.
A
Gravitons
accept
cases
bases
on
their
competence
and
communicate
the
gravity
working.
They
don't
feel
capable
of
handling
an
issue.
Graviton
should
promote
trust
and
group
and
good
relationship
with
within
the
community.
A
Is
it
required
to
complete
the
graviton
training
become
a
gravitons
graviton
will
upgrade.
The
gra
will
update
the
gravity
registry.
A
A
And
and
that's
why
also
gravitons
participate
in
community
management
because,
as
we
have
been
seeing
along
this
this
all
this
training
like
conflict
management,
is
the
last
stage
of
of
of
not
having
a
dispute
like
there's
a
big
step
before
that
is
prevention
and
gravitons.
A
If,
if
we
only
hope
to
be
useful,
when
people
have
a
dispute,
then
we
are
fostering
disputes,
but
that's
why
the
graviton
tasks
is
not
only
to
be
useful
when
a
dispute
arises,
but
also
to
be
able
to
prevent
a
dispute,
and
that's
why
gravitons
should
be
also
very
involved.
A
The
cultural
build
of
your
of
their
organizations
and
as
individuals,
promote
dialogue
within
the
organization
and
manage
conflict
as
a
collective,
take
decision
on
the
implementation
of
graduated
sanctions
and
as
both
as
collective
and
individuals,
to
commit
to
the
practice
of
preventing
contextualizing
and
resolving
disputes
by
attendance
in
our
community
practice
like
yeah.
We
cannot
we.
We
cannot
measure
our
success
in
how
many
disputes
we
solve,
because
other
that
way,
we
we
will
also
need
to
like
make
a
lot
of
disputes.
A
But
we
can
also
measure
our
success
like
in
the
in
in
how
people
is
feeling
and
if,
if
people
feel
valued,
if
people
trust
the
community,
then
we
can
also
say
that
we
are
having
success
because
people
feel
that
is.
If
something
happens,
they
will
have
a
way
to
solve
things.
But
it's
not
that
a
lot
of
things
are
happening
so
that
we
have
to
be
running
all
the
time.
A
I
feel
that
it
would
be
a
great
success
it
that,
like
we
don't
have
a
lot
of
disputes,
but
when
we
have
them,
we
have
clear
ways
to
address
them
so
yeah
and
yeah.
We,
we
also
have
a
a
goal
and
is
that
what
I
was
saying
before
that
people
in
the
community
recognize
the
agreements
and
cultural,
culturally
acts
coherently
to
the
values
of
the
organization.
A
But
if
there
is
conflict,
there
are
clear
steps
to
follow
in
order
to
manage
the
situations
in
effective
search
and
implementation
that
respect
the
dignity
of
all
parts
involved,
and
these
are
some
of
the
the
things
that
gravity
supports
the
tc
with,
but
also
it
can
support
your
organization
like
actively
promoting
trust,
recognize
but
recognize
boundaries
and
areas
of
potential
dispute,
support
communication
between
community
members,
promote
community
resilience
and
long-lasting
human
relations
and
help
to
take
decisions
and
in
the
implementation
of
graduated
sanctions.
A
I
think
yeah
th
this
this
topic
that
that
I
raised
it
was
because
this
this
particular
this
slide
is,
is
a
little
bit
old
and
we
changed
this.
So
now
it's
not
a
need
to
hold
admin
powers
to
to
manage
system
of
communications
because
yeah
there
are
other
working
groups
that
that
that
do
that
and
we
can
work
in
coordination
with
them
so
yeah.
A
I
I
think
those
are
really
the
the
things
that
the
gravity
working
group
supports
the
tec
with,
and
this
is
the
the
guideline
of
of
for
scale
of
conflicts
and
graduated
sanctions.
There
is
yeah
there
is
this
forum
post,
where
we
did
a
work
to
try
to
say:
okay,
what
characterizes
a
small-scale
conflict?
A
And
if
you
see
the
suggested
actions
are
really
transformational
actions
and
that's
why
I
don't
really
like
to
to
always
call
them
like
graduated
sanctions,
because
my
idea-
and
I
think
a
good
idea
with
this-
is
not
to
be
punishing
people
but
to
to
have
ways
of
of
of
correcting
behavior
without
being
actually
a
sanction.
So
here
you
can
see
like
in
all
of
them.
There.
One
way
to
to
solve
a
conflict
is
is
having
a
reconciliation
ritual,
and
I
love
this
every
time
I
have
a
mediation.
A
I
ask
to
all
of
the
parties
to
say
to
the
other.
I
love
you,
I'm
sorry,
forgive
me
and
thank
you
and
that
unblocks
a
lot
of
of
doors
like
sometimes
when
you
hear
the
other
part
saying
I'm
sorry,
then
you
throw
your
your
your
sword
and
your
shield
down
and,
and
you
say,
okay,
I
can
have
a
dialogue
and
yeah.
So
some
of
these
actions
are
like
having
an
informal
call
between
parts
and
they
can
be
settled
within
simple
actions.
There
are
actually
no
sanctions.
A
A
The
the
scale
of
a
conflict
goes
bigger.
We
can
have
like
another
our
ways
of
acting
and
yeah.
If,
if,
if
needed,
we
can
have
an
arbitration
and
they
can
be
referred
to
to
a
court
for
application
of
legal
actions,
but
we
also
if,
if,
if
the,
if,
if
the.
A
If
the
issue
that
happens
was
like
a
direct
attack
to
community,
we
can
graduate
ban
people
from
the
discord
like
one
day
one
week,
one
month
one
month.
Maybe
if,
if
this,
if
the
conflict
is
too
big,
we
can
have
like
a
public
debate
on
the
issue
so
yeah.
The
idea
is
not
to
have
like
one
thing
to
do
when
a
conflict
arrives
but
to
have
like
a
whole
portfolio
of
things
that
we
can
do
and
and
to
solve.
So
here
we
can
also
have
like
tribe
loves
love
circles.
A
We
can
have
yeah
a
color
vorative
solution.
Maybe
if
it's
an
a
small
scale
conflict
you
don't
have
to
have
like
a
written
registry
of
the
thing,
but
if,
if
the,
if
the
thing
is
is
is
big
enough
or
if
it
needs
it
or
if
the
graviton
feels
that
is,
it
suits
for
the
occasion
we
can
have
like
a
reformant
written
agreement
or
or
management
process
registered.
A
A
And
these
are
some
of
the
ethical
standards
and
requirements
for
for
gravitons.
There
is
also
this
other
forum
post
that
says
yeah
that
gravity
members
must
commit
to
these
exigencies
that
are
required
to
join
and
stay,
and
is
that
becoming
a
graviton
is
a
voluntary
process?
No
one
can
for
coerce
anyone
to
become
a
graviton,
and
we
cannot
force
participation
from
the
parties
into
gravity
or
like
if
parties
participate
in
gravity
is
because
the
of
their
will.
A
Gravitons
should
be
able
to
have
self-determination,
and
we
are
trying
to
be
self-determinated
from,
like
also
from
the
leadership
structures
that
we
have
like.
It's,
not
that
if,
if
we
that
we
cannot
be
biased
when
when
when,
when,
when
facing
into
a
into
a
conflictive
situation
or
trying
to
facilitate,
if
maybe
yeah,
we
we,
we
are
not
able
to
self-determ
mind
ourselves,
because
we
feel
something
or
we
have
as
a
love
relationship
or
with
with
someone
who
is
involved
in
the
conflict.
A
Yeah
that
that's
not
really
really
good,
and
and
that's
why
we
also
ask
the
gravitons
if
they,
if
they
feel
capable
of
solving
a
case,
and
they
act
for
a
graviton
to
rest
to
receive
a
case.
It's
also
a
voluntary
act
that
the
graviton
must
say
that
they
feel
incompetence
to
to
to
be
self-determinated
in
the
case
yeah-
and
this
is
also
related
to
to
to
the
second
point
that
the
graviton
must
recognize
when
they
are
not
capable
of
facilitating
a
conversation.
A
Gravitons
must
also
be
competent
on
the
issue,
and
that's
why
we
are
also
trying
to
have
many
a
minimum
of
two
gravitons
handling
a
case
because,
like
we
don't
know
everything,
so
we
need
to
have
maybe
an
expert
if
the
case
is
related
to
coordination,
maybe
to
have
a
subject
matter
expert
with,
has
a
lot
of
experience
in
coordination
so
that
he
or
she
can
help
us
explore
more
creative
ideas.
A
When,
when
looking
for
solutions,
gravitons
must
keep
up
with
confidentiality,
they
must
be
impartial
and
neutral,
and
when
we
mediate
or
act
as
a
graviton,
we
act
with
professional
responsibility
like
being
a
mediator.
Is
is
a
a
profession,
and-
and
here
we
are,
we.
A
And
this
is
also
something
that
is
very
important
that
it
hasn't
just
came
back.
I
think
we
missed
a
little
bit
of
that.
A
And
and
that's
why
sorry
yeah.
A
Like
an
entire
minute,
sorry,
okay,
I
will.
I
will
share
my
screen
again
yeah
I
was
I
was
talking
about
the
additional
existences
and
that
are
required
to
join
and
stay
in
the
collective
and
it's
all
of
these.
You
can
read
them
and
it's
important
to
have
like
rotation
from
from
gravitons.
A
We
are
always
having
new
trainings
and
this
can
be
worked,
but
the
initial
idea
is
that
one
can
only
be
a
graviton
three
years
in
a
row
to
avoid
accumulation
of
power
so
yeah.
This
would
be
like
my
first
year.
That
would
mean
like
in
two
years.
A
Maybe
I
won't
be
the
lead
of
the
gravity
working
group,
but
that
also
fosters
a
lot
of
this
rotation
and
different
leaderships
that
we
want
in
the
space,
but
as
we
are
reaching
to
the
top
of
the
hour,
I
will
jump
to
the
second
part
and
it's
the
gravity,
deep
dive
and
yeah.
This
is
another
meme.
A
This
is
the
apology
class,
sorry,
no
refunds,
so
yeah!
I
will
be
opening
these
links.
We
have
a
git
book
in
the
token
engineering,
commons
and
yeah.
This
is
a
really
big
source
of
truth.
In
our
community-
and
I
am
sure
all
of
your
communities
have
this
source
of
truth,
but
it's
important
to
have
these
mechanisms
understood
and
comprehended
and
acknowledged
within
within
these
sources
of
truth,
and
as
as
you
can
see
like
here,
we
can.
We
have
the
the
a
description
of
what
gravity
do.
A
What
are
our
goals
and
yeah
that
way
you
you
can
keep
track
of
our
of
our
progress
and
yeah.
We
are.
We
are
focused
on
eleanor
ostrom's
principle,
number,
four,
five
and
six,
and
is
that
rules
are
enforced
by
effective
and
accountable
monitoring.
A
Sanctions
for
violation
should
be
graduated
and
conflict
resolution
should
be
easily
accessible,
and
here
we
have
like
this
is
our
manifesto
you
can.
The
success
of
of
our
project
is
that
people
recognize
the
cultural,
build
and
acts
coherently,
but
when
these
views
arise,
there
are
clear
steps
to
follow
and
the
failure
is
that
there's
no
recognition
of
these
processes
to
address
conflict
in
the
organization
and
that
disputes
arise
without
being
challenged
to
experts
and
there
is
no
control
or
accountable
for
over
situations.
A
We
had
our
second
road
map,
we
checked
with
some
bullet
point
spending
and
right
now
we
are
in
the
third
road
map
and,
as
you
can
see,
some
of
these
things
are
happening
like
half
the
second
graviton
training
aiming
to
have
20,
plus
gravitons
from
at
least
three
or
four
communities.
I
think
here
we
have
like
four
or
five
communities,
and
I
am
thinking
that
we
will
have
20
more
gravitons.
I
think
like
around
30
and
that's
super
awesome,
super
cool.
Thank
you.
A
So
once
you
finish
the
graviton
training,
you
are
going
to
come
if
you
want
to,
and
collaborate
on
on
on
reaching
those
goals,
these
goals
with
us
and
like
yes,
structuring
our
dow
managing
our
funds,
and
we
will
be
actually
submitting
a
a
proposal
to
the
token
engineering
commons
to
fund
some
bounties.
A
So
the
idea
is
that
when
you
engage
in
gravity
you
can
also
be
rewarded,
and
not
only
managing
cases,
also
facilitating
the
graviton
trainings.
And
we
are
also
looking
for
other
ways
to
to
reward
people
that
actually
build
trust
and
help
to
solve
conflict
and
prevent
it
in
their
in
organizations.
A
So
yeah
there's
a
lot
of
work
to
do,
there's
a
lot
of
work
to
do,
and
we
are
also
designing
continuous
education
spaces
like
the
nbc
book
club,
that
I
always
recommend
you
to
assist.
That
is
really
cool,
so
yeah.
This
is
the
way
that
we
are
working
and
we
will
check
this
third
road
map
in
december,
so
yeah
in
december.
A
We
will
be
actually
we
want
to
design
a
one
year,
long
road
map,
so
yeah
that
way,
or
at
least
six
months,
so
so
that
that
way
we
have
like
clarity
or
on
where
we
are
going
and
where
we
want
to
go.
A
This
is
our
forum
post.
That
is
really
good
and
it's
the
gravity
easy
step
by
step
and
yeah.
We
first
have
identification
of
cases
and
is
that
one
of
the
parties
to
a
dispute
approach,
gravity
and
request
a
mediation
and
gravitons
can
also
propose
issues
to
manage
and
discuss.
We
have
the
screening
phase,
that
is
when
you
approach
to
the
parties
and
do
like
a
mapping
of
the
of
of
the
of
the
dispute.
Then
you
look
for
solutions
with
the
with
the
parties
and
then
we
have
like
a
post
mediation.
A
That
is
the
the
outcome
of
that
and
yeah
these.
These
are
very
cool
infographics
that
acid
laser
help
us
to
do,
but
and
and
this
is
also
a
flow
of
a
mediation
process
like
first
gravitons
review
documents
from
the
parties
and
plan
a
mediation
process.
If
the
parties
don't
agree
to
don't
agree
to
mediate,
you
cannot
continue
with
the
mediation,
because
there's
there's
no
way
to
to
pursue
an
agreement
if
there's
no
no
willingness
to
to
get
involved
in
the
process.
A
But
if
people
say
yes,
then,
okay,
you
start
reaching
information
and
you
start
talking
with
the
parties
to
engage
in
a
dialogue,
and
then
you
make
the
the
space
for
for
for
the
actual
mediation.
A
And
if,
if
people
don't
reach
to
an
agreement,
the
the
parties
have
the
option
to
pursue
the
dispute
to
through
other
the
dispute
resolution
mechanisms
or
if
they,
if
they
actually
reached
an
agreement,
then
you
assist
the
parties
in
drafting
the
the
agreement
and
you
also
help
on
the
transformational
actions
that
can
be
registered
so
and
we
are
going
to
talk
about
the
the
gravity
registry
so
and
yeah.
This
is.
A
Assuming
the
post-mediation
outcomes,
but
I
will
take
this
five
minutes
to
talk
about
the
gravity
registry.
A
So
what
what
is
the
gravity
registry?
It's
basically
a
coordination
repo
in
senhub,
where
we
raise
tickets
and
we
tag
the
gravitons
to
to
have
like
a
registry
of
of
of
how
are
the
cases
going?
A
So
here
we
we
have,
we
we
can
see-
and
this
is
also
an
an
input
that
comes
from
the
transparency
and
from
the
soft
governance
of
of
the
dc,
that
we
had
this
registry
in
a
private
spreadsheet
and
it
was
like
hey.
I
know
that
that
we
don't
want
to
give
any
sensitive
information,
but
we
don't
want
it
to
be
like
something
very
occult
to
the
community.
A
So
this
is
like
a
response
to
that,
and
I
think
this
way
the
management
of
the
cases
is
very
transparent
and
we
can
also
have
a
registry
of
the
situations
that
we
have
handled
so
here
I
will
be
opening
an
example.
A
We
have
like
a
description
of
of
of
the
conflict
and
maybe
some
additional
actions
or
the
transformational
actions
that
were
that
that
were
suggested.
But
if
you
notice
there
are
no
names
here.
A
This
is
the
way
that
we
protect
people
from
from
from
being
exposed
when
having
a
conflict,
but
we
also
permit
the
organization
to
have
access
and
transparency
to
to
what
were
the
the
the
things
that
happened
and
and
what
were
the
actions
that
were
done
in
that
moment.
So
yeah
as
an
example,
this
was
on
on
9th
of
of
on
11th
of
september,
and
the
graviton
in
charge
was
me
and
the
transformational
action
was
to
promote
communication
to
solve
the
misunderstanding.
A
So
if
someone
wants
to
have
more
information
about
this
case
or
yeah,
they
can
actually
they
know
who
who
was
the
graviton
in
charge
and
if,
if
there
are
any
evidence
on
the
issue,
there
are
also
links
to
to
to
the
the
mediation
to
the
mediation
documents.
A
A
This
is
the
observation
form,
and
this
is
the
when,
when,
when
you
approach
to
the
parties
to
gather
information
from
them
to
try
to
map
a
dispute,
you
first
gather
to
one
of
the
parties
and
you
make
this
contextualization
and
then
you
come
to
the
other
party
and
make
the
same
questions.
And
then
you
map,
what
are
the
points
of
mutual
interest
and
what
are
the
points
of
mutual
disagreement?
A
We
have
some
agreements
that
are
prior
to
the
mediation,
but
basically
during
the
mediation
we
process,
we
also
follow
the
nbc
process,
the
the
observation
feeling
needs
and
requests,
and-
and
the
idea
is
that
we
have
the
observation
previews
to
the
mediation
session,
so
that
we
can
have
clear
feelings
and
clear
needs
during
this
session,
so
that
we
can
focus
mostly
in
making
requests
and
if
there's
an
agreement,
we
describe
it
and
then
we
make
a
private
copy
of
this
and
we
link
it
to
the
to
the
to
the
ticket
of
the
of
the
gravity
coordination
space
so
yeah.
A
Basically,
that's
the
gravity
process.
That's
what
I
wanted
to
share
with
you.
We
are
mostly
in
the
top
of
the
hour
to
people
who
want
to
jump
right
now,
but
I
can
stay
for
like
20
to
30
minutes
to
answer
questions
or
continue
the
dialogue.
A
I
I
love
all
of
these
people
and
after
this
session
I
will
be
updating
and,
after
the
end
of
the
training,
I
will
be
updating
this
so
that
it
also
includes
the
second
generation
gravitons
and
that
we
can
know
who
are
the
the
easy
access
points
in
the
community.