►
From YouTube: Thrid Graviton Training Module 0: Introduction and contextualization - Collective facilitation
Description
Agenda:
Inclusive welcome
Breakout / icebreaking
Expectation settings / Methodology
Presentation of the modules of the course
Getting to know the people, identifying teams - study groups.
Group assignment: Apply the proposed framework (4Ps) for the Study of a case. (any case)
Presentations: On the 9th session.
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A
A
Maybe
you
are
here
because
you're
just
curious
or
eager
to
learn
or
maybe
less
eager
to
learn
just
want
to
hang
out
a
little
bit
and
see
who
are
those
crazy,
gravitons
welcome
to
everyone
who
was
part
of
a
previous
training
or
maybe
some
meetings
of
our
gravitons.
Thank
you
for
coming
back
to
learn
more
or
maybe
to
contribute
in
one
or
more
of
the
sessions.
A
A
special
welcome
to
all
genders
in
this
call
welcome
to
anyone
who
identifies
themselves
as
a
woman,
a
man
or
neither
welcome
to
queer
straight
lesbian
gay
bee-
or
maybe
you
don't
know
yet-
maybe
it's
faces.
Maybe
it's
complex
welcome,
who
is
in
perfect
health
and
welcome,
who
has
a
disease
visible
or
invisible,
physical
or
psychological?
A
Welcome
to
complexity,
welcome
to
diversity
in
voices,
diversity
in
thoughts,
diversities
that
change
all
the
time.
Super
chaotic
welcome
to
not
knowing
for
sure,
welcome
to
doubt
welcome
to
unanswered
questions
and
welcome
to
diving
deeper,
maybe
via
some
research,
maybe
reading
a
book
or
listening
to
some
people
in
the
coming
weeks.
Maybe
they
have
some
answers,
welcome
to
answers
and
learning
that
come
from
a
deeper
place,
learning
while
waiting.
A
Maybe
you
learn
while
slowing
down.
Maybe
it's
a
walk
in
nature
for
you
after
this
call
or
a
conversation
with
a
friend
as
a
learning
place
and
then
yeah
learning
in
uncomfortable
situations,
uncomfortable
learning
places
very
underrated
conflicts,
for
example,
arguments
friction,
tensions
all
and
all
it's
in
overwhelming
intensity
meeting
ourselves
in
the
other
and
what
that
can
cause
to
you
as
a
learning
point.
A
A
A
B
Thank
you,
lynn,
yeah.
I
hope
that
you
all
feel
really
included
and
part
of
this
of
this,
because
it's
a
really
a
group
effort
that
we
are
doing,
and
here
we
have
a
lot
of
people
who
have
put
their
their
soul,
their
minds
into
the
design
of
this
training
and
that
will
also
participate
in
the
development
of
the
sessions.
B
B
We
have
aloysius
also
who
is
someone
who
will
help
us
around
inclusion
and
trauma-informed
culture.
We
also
have
morgan-
and
I
see
some
familiar
faces
like
sean
maximilian
for
from
the
aragon
community,
and
you
are
all
welcome
here.
Also.
The
idea
of
this
trading
is
to
have
a
very
transversal
invitation
for
the
web3
space
to
develop
this
topic.
That
sometimes
is
overseen.
B
B
B
Is
that
after
you
claim
six
of
these
pops
per
each
session
one,
you
will
be
able
to
continue
being
part
of
this
group
and
lead
some
of
the
educational
activities
and
also,
if
you
feel
comfortable,
you
can
request
to
be
part
of
the
mediators
group
and
with
that
you
will
be
able
to
facilitate
and
mediate
in
conflict
that
we
received
from
dao's
and
why
that
is
important.
We
will
cover
that
later,
but
I
will
pass
it
to
bianca.
C
C
C
D
C
B
D
C
B
B
I
feel
really
excited
because
I
see
so
many
new
faces
and
I
would
like
to
get
to
know
more
from
all
of
you,
but
one
of
the
things
that
that
we
struggle
sometimes
in
this
kind
of
calls
to
hear
everyone
is
that
if
we
open
the
space
for
everyone
to
talk
right
now,
we
will
spend
like
half
an
hour
or
40
minutes.
Just
talking.
B
So
also
I
I
didn't
present
myself.
My
name
is
juan
carlos.
I
am
juan
carlo
bell.
I
am
leading
the
grad
working
group
in
the
tc
and
happily
leading
this
training
to
develop
skills
around
non-violent
communication
around
building
trust
around
having
competence
regard
regarding
conflict
management
and
yeah.
I
am
super
excited
to
have
you
all
here,
so
the
guiding
question
for
our
activity
is
going
to
be
these
two
questions
that
that
you
can
answer
either
one
of
them,
the
two
of
them
together
or
separately.
B
B
D
And
yeah,
I
just
wanted
to
say
I
I
don't
recall
if,
when
we
break
out,
we
have
this
in
a
chat
somewhere.
I
can't
remember
if
that
lives
somewhere,
every
time
that
I
leave
a
group
saying
or
something
shared,
I
usually
copy
down
questions
onto
a
notepad.
I
don't
know
if
that's
helpful
for
anyone
else
to
hear,
but
just
in
case
we
hop
over
and
the
questions
are
gone.
B
E
I
was
the
first
thing
that
came
to
mind
is
different
expectations
when
there's
like
conflicting
like,
and
I
think
that
that
kind
of
encompasses
a
lot
of
different
types
of
conflicts
when
there
wasn't
clear
communication
and
so-
and
sometimes
you
don't
even
know
you
have
certain
expectations
until
it
doesn't,
the
situation
doesn't
need
what
you
had
in
mind
that
you
didn't
even
know
you
had
in
mind,
that's
one
and
then
why
I'm
interested
in
this
training.
I
guess
it's.
Oh,
not
just
training,
specific
skills
to
manage
conflict.
E
My
approach
to
managing
conflict
in
general
is
just
listening.
Listening
and
echoing
that's
all.
I
do
I'm
literally
like
a
parrot,
and
I
find
that
actually
it
works
really
well,
if
you,
if
your
quality
of
listening
is
very,
is,
is
genuine,
but
I'm
curious
to
enrich
my
toolbox
and
to
exchange
with
others
around
what
works
and
doesn't
work
and
to
practice
as
well.
F
F
Okay,
okay,
hi,
I'm
incondenza
from
italy
and
common
conflicts.
Common
conflicts
I
experienced
are
the
ones
which
could
be
like
among
friends
or
teamworks,
where
you
have
both
cooperation
and
competition
and
the
boundaries
are
not
clear
and
when
cooperation
they're
supposed
to
be
cooperation,
but
there
is
also
competition
and
then
conflicts
might
arise
and
the
reason
why
I'm
here
well
because
of
course
managing
conflict
is
a
very
important
skill,
especially
because
we
have
the
tendency
we
might
have
the
tendency
of
avoiding
conflict,
sometimes
when
we
think
that
conflict
can
be
painful.
D
Hi
there
I'm
reiner,
I'm
from
germany,
munich
in
the
south
of
germany,
some
common
conflicts
I'll
make
a
very
simple
example.
I
have
two
small
kids
they're,
seven
and
nine
years
old,
so
there
are
conflicts
all
the
time
around
autonomy.
How
much
freedom
do
I
give
them?
What
is
my
responsibility
begin
to
protect
them
from
something?
How
do
we
make
decisions
together
and
so
and
so
on?
D
You
can
say
boss,
you
sort
it
out
right
and
in
daos
there
is
no
up,
often
right,
so
you
have
to
deal
with
it
yourself
or
find
someone
who
can
help
you
to
deal
with
it,
because
otherwise,
there's
no
no
way
for
you
to
keep
working
together
or
grow
together
or
develop
together.
So
that's
what
I'm
curious
about
it's
lovely
to
be
here.
Thank
you.
I'll,
pass
on
to
quasi.
B
For
me,
I
experience
conflict
almost
every
day
and
every
hour
of
my
life,
because
I
have
conflict
sometimes
with
my
emotions.
Some
sometimes
I
have
conflict
with
my
thoughts.
Sometimes
I
have
conflict
with
others.
Sometimes
I
have
conflict
with
my
context,
so
I
am
someone
who
is
very
passionate
about
about
seeing
conflict
as
something
as
an
opportunity,
and
and
that's
why
I
also
tend
to
see
a
lot
of
conflict.
G
G
H
I
can
share
just
some
reflections.
I
thought
it
was
really
incredible
to
hear
all
the
perspectives
being
aligned
with
my
own,
which
is
surprising
like
there's
a
lot
of,
I
guess,
a
recognition
for
deep
listening
that
is
desired
by.
I
think
a
lot
of
people,
at
least
the
people
that
I
spoke
with,
and
this
kind
of
effort
to
come
together
and
learn
techniques
in
order
to
allow
for
more
space
to
actually
hear
people
when
they're
speaking
is
kind
of
a
really
a
great
kind
of
drive
and
push.
B
I
My
name,
sorry,
my
name
is
adrie,
I'm
here
from
odyssey
dao
and
we
are
an
educational
dao
and
something
that
we
were
discussing
was
how
do
we
kind
of
bring
conflict
resolution
into
daos?
And
and
what
does
that
look
like,
especially
when
you
have
you're
leveraging
communities
pretty
early
on
in
an
organizational
life
cycle
and
yeah?
I
H
One
consistent
theme
that
echoed
throughout
all
of
the
participants
in
my
breakout
room
was
that
a
lot
of
conflict,
so
some
conflict
is
just
born
out
of
a
difference
of
opinion,
but
the
least
productive
conflict
and
the
most
intense
or
unhelpful
conflict
was
usually
around
people
miscommunicating,
or
not
communicating
their
ideas
or
desires
or
needs,
and
and
also
assuming
that
they
understood
what
another
person
meant
or
wanted.
Wouldn't
they
not
necessarily
did
so.
H
And
I
agree
with
that:
we
we
came
to
the
same
conclusion
in
our
group
as
well,
so
it
was
between
that
and
then
we
also
had
like
cultural
and
language
differences
as
well
so
between
cultures,
there
can
be
sometimes
misunderstandings
and
then
same
thing.
Obviously,
if
someone
speaks
a
different
language,
then
that
can
be
a
huge
blocker
as
well,
and
I
think
all
of
us
were
are
here
to
just
understand,
conflict
resolution
and
to
to
learn
so
that
we
can
apply
these
things
in
our
own
lives.
B
B
We
are
always
negotiating
and
facing
that
the
reality
is
not
what
only
what
we
think
of
it,
but
that
we
have
that
other
person
who
is
equally
valid,
who
is
equally
feel
feel
who
has
like
the
same
feelings
that
than
you
and
that
the
conflict
arises
with
within
that
relationship
and
that
it's
not
only
with
work.
But
it's
something
that
we
can
see
in
every
relationship
and
yeah
spectra.
I
I'll
pass
it
to
you.
D
Yeah,
I
was
in
the
group
with
pinpon
and
adrie.
So,
yes,
you
think
you
experience
everyday
conflicts.
If
you
have
kids
wait
till
you
have
teenage
kids,
but
yes,
so
my
my
main
motivation
is
to
to
see
how
how
it
would
work
in
a
dao
environment,
because
it's
it's
brand
new
and
basically
there
are
no
set
rules.
So
I
just
want
to
see
how
how
it
works
out,
because
I
think
it
will
be
really
important
and
morgan
is
raising
a
hand.
I
I
We
are
aiming
to
change
structures
with
endows
that
have
caused
a
lot
of
community
and
worldwide
violence
and
so
figuring
out
how
to
work
together
and
streamline
communication
and
care
and
share
resources
and
not
take
up
too
much
space
and
make
sure
that
you
can
like
be
in
healthy
relationship
with
one
another.
We
need
to
up
our
capacity
to
be
able
to
take
on
that
complexity
and
then
that
complex
complexity
it'll
be
inherently
there's
going
to
be
conflict
present,
because
we're
navigating
super
complex
problems
together.
I
H
Yeah
so
kind
of
speaking
on
what
she
was
saying
like
you
know,
I
think
inevitably
we're
gonna
have
disagreements,
and
this
is
something
I
brought
up
in
in
our
breakup
group
as
well,
but
it's
I
don't.
I
think
we
need
to
differentiate
between
like
a
disagreement
and
a
conflict
right,
because
not
all
disagreements
are
conflicts.
So
if,
if
we
go
into
a
situation
thinking
oh,
this
is
a
conflict
then
like
we're
automatically
like
labeling
it.
That
way,
and
I
feel
like
that
kind
of
sets
the
stage
in
our
minds
to
have
it
like
escalate.
H
B
This
training
has
a
very
diverse
offers
within
the
sessions,
but
you
will
find
something
that
can
resonate
with
you
and
something
that
you
can
apply
in
your
everyday
life.
I
will
start
sharing
my
screen
and
I
will
go
to
the
next
point
of
the
agenda
where
we
will
make
a
little
debrief
on
on
the
study
plan
that
we're
proposing
it's.
It's
really
interesting.
B
So
this
is
and
the
gravity
style
interactions
designed
by
durgadus.
That
has
three
main
moments,
and
it's
it's
our
methodology
of
this
of
all
these
sessions.
Where
we
have
first
accuration
moment
where
we
have
set
some
literature
for
each
session,
then
we
have
a
moderator
who
is
someone
who
has
a
unique
point
of
view
and
expertise
on
the
context
and
will
hold
the
space
for
for
for
for
the
session,
and
then
we
have
a
cross
pollination.
B
Where
is
that?
Each
session
also
has
a
moment
for
a
yes
and
discussion
for
exchanges
and
connection,
and
that
way
we
go
into
a
participation
and
co-creation
dynamic,
also
where,
after
the
cross
pollination,
we
we
initiate
again
the
curation
phase
and
what
I
like
about
being
able
to
talk
about
conflict
management.
Is
that
it's
a
really
wide
topic,
so
we
don't
have
to
always
have
like
the
same
speech
or
the
same
facilitators.
But
if
you
feel
that
you
want
that,
you
have
something
to
share
in
the
next
iterations
of
the
training.
B
You
can
also
come
to
this
curation
phase
and
say
hey.
I
want
to
facilitate
the
session
there's
something
that
I
have
to
give
and
that
it's
inside
me
also
that,
after
this
training,
the
graviton
should
be
able
to
make
an
effort
to
be
present
and
accessible
to
their
community,
bringing
high
five
and
promoting
relationship
of
trust
separating
people
from
problems.
Sometimes
that's
one
of
the
key
things
that
happen
and
is
that
when
we
see
a
problem
we
say
hey.
B
That
problem
is
that
person
and
we
we
some
are
something
really
important
for
conflict
management
is
to
separate
the
individuals
from
the
problems.
The
the
problems
is
are
a
situation
where
individuals
are
participating,
but
the
individuals
per
se
are
not
the
the
conflict
or
the
problem.
They
are.
They
are
agents
participating
in
the
situation,
so
the
grouters
should
be
able
to
identify
themselves
and
others
as
equals.
B
The
graviton
should
be
able
also
to
self-determinate
from
all
parties
and
recognize
management
points,
promote
empathy
between
conflicting
parties,
adapt
their
mindset
for
tolerance
to
conflicting
situations,
propose
alternatives
with
to
deal
with
paradoxes
and
act
according
to
institutional
regulations,
while
implementing
actions
to
frame
unwanted
behavior
within
rural
boundaries.
So,
basically,
those
are
really
autonomous
organizations,
the
centralized
autonomous
organizations,
but
that
autonomy
autonomously
also
creates
a
little
bit
of
this
gray
area.
Where
we
don't
know
what
are
the
boundaries.
B
So
one
thing
that
we,
that
that
we
promote
in
gravity
is
that
each
organization
should
also
support
their
conflict
management
with
a
policy
development,
because
when
you
have
like
institutional
regulations
inside
a
community,
you
can
have
like
a
common
truth.
That
can
be.
That
can
be
like
a
point
of
reference
for
the
community,
but
if
you
don't
have
institutional
regulations
regarding
conflict
in
your
community,
maybe
it
will
fall
into
into
that.
Everyone
can
be
right
and
there's
no
objective
source
to
stand
on
and
like
because
everything
is
subjective.
B
So
the
objective
of
this
training
is
also
that
you
are
able
to
use
in
a
basic
level
of
competence,
the
conflict
management
framework
developed
by
gravity
without
all
the
different
toolings,
like
liberating
structures
and
deep
democracy,
and
also
understanding
this
framework.
That
is
the
four
piece
that
has
different
moments
and
aspects
within
within
the
transformational
process.
This
4p
framework
is
developed
by
gravity
based
on
a
model,
a
previous
model
that
was
called
the
ppp
model
and
it's
very
used
for
within
the
harvard
school.
But
here
we
added
a
fourth
p.
B
B
It's
these
are
like
the
four
key
things
that
will
help
you
map
the
situation
and
understand
and
look
for
possible
solutions,
as
I
said
initially
like
separating
people
from
the
problem,
but
also
recognizing
what
is
the
process
that
that
that
is
happening
inside
the
the
conflict
and
the
possible
solutions?
This
is
very
practical,
and
in
the
second
session
I
will
give
you
okay.
B
J
Yeah,
so
you
know
you
know,
my
training
is
in.
I
lived
in
a
hindu
monastery
and
non-dual
sort
of
philosophy,
so
I
you
know,
I
ask
myself
a
question
you
know.
Can
I
live
my
life
in
that?
Can
I
build
a
building
like
this?
Can
I
talk
to
people
about
it?
Can
I
write
about
it?
Can
I
talk
about
it
in
cryptocurrency,
so
I
really
just
came
in
as
an
experiment
and
it
somehow
sort
of
worked
out.
J
So
so
a
lot
of
what
I'm
talking
about
is
taking
the
duality
and
kind
of
using
it
against
itself
to
create
a
kind
of
a
harmony
inside
of
there
right.
So
my
approach
is
sort
of
fundamentally
subversive.
The
idea
is
that
you
take
these
two
dualities
which
seem
like
they're
in
conflict
and
find
a
way
to
actually
match
them
up
in
such
a
fashion.
J
As
that
you
know,
not
only
do
you
get
resolution
to
the
duality,
but
you
also
get
like
an
understanding
of
the
the
sort
of
diaspora
of
potential
generative
things
that
can
come
from
that
and
so
and
my
model
relies
on.
You
know
the
hemispheres
of
the
brain
and
and
some
other
things,
and
also
I
apply
that
to
dow's
generally,
and
I
find
that
most
people
come
from
like
this
extractive
abusive
side
and
they
want
to
just
call
themselves
a
dao.
J
But
what
about
all
the
stuff
in
the
middle-
and
I
think
gravity
is
a
big
step
toward
you-
know:
sort
of
unlearning
some
of
those
habits
that
we
that
we
learned
in
the
previous.
You
know
extractive
systems
and
so
I'm
trying
to
apply.
You
know
that
same
sort
of
resolution,
principle
of
using
dualities
subversively
against
themselves
and-
and
I
have
a
lot
of
models
and
graphics
that
I've
made
supporting
that
stuff.
So
and
I've
been
working
with
wonka
on
gravity
for
over
a
year
and
a
half.
I
Most
definitely
I'm
on
my
phone,
I'm
navigating
this
here
we
go
yeah,
so
the
session
that
I'll
be
leading
will
be
based
around
getting
to
know
how
our
bodies
have
ended
up,
participating,
pretty
complicitly
in
systems
of
violence
together
and
noting
what
you
know:
hardwired
tools.
We
have
to
be
able
to
consciously
engage
in
consensual
relationships
with
one
another
as
a
reparative
action
to
the
kinds
of
trauma
that
we've
experienced
in
previous
organizations
or
in
our
relationships
and
within
the
systems
of
oppression
that
co-act
on
the
day-to-day
basis.
B
B
Nonviolent
communication
is
a
framework
developed
by
marshall
rosenberg.
That
gives
us
like
really
practical
ways
of
of
communicating
without
violence
and
trying
to
promote
what
it's
giving
from
the
heart.
So
we
will
have
like
a
summary
of
of
of
the
principles
of
nonviolent
communication,
but
we
will
also
have
like
a
small
practice
where
we
will
try
to
have
the
same
argument
and
and
make
it
into
a
non-violent
communication
phrase,
because
sometimes
we
are
not
really
aware
of
that.
But
we
can
say
multiple
things.
B
B
So
it's
also
very
effective
in
the
way
of
that.
If
you
want
something
you,
you
have
to
be
able
to
express
your
that
needs
and
also
make
honest
requests
instead
of
like
imposing
something,
and
also
when
someone
is
talking
to
you,
you
should
also
make
like
an
observation
phase
and
sometimes
processing
through
the
noise
and
getting
the
real
signal
of
the
of
the
other
of
what
the
other
person
is
saying
and
relating
to
the
feelings
of
everyone,
as
as
equals
and
as
equally
valid
yeah.
B
B
So
this
will
be
like
a
gift
for
you
that
yeah,
you
are
participating
in
this
training
and
the
idea
is
that,
with
these
simple
slides
you
will,
you
will
be
able
to
at
least
when,
when
you
face
a
conflict
at
least
have
some
some
proposed
alternatives
towards
having
a
proactive
reaction
and
a
proactive
response
to
that
conflict.
So
here
we
have
a
deliberating
structures
toolbox.
B
B
What
is
the
problem?
What
is
the
process
that
is
happening
and
what
are
some
possible
solutions,
so
this?
This
is
like
a
homework
that
you
will
have
for
the
ninth
session
to
apply
the
for
pre
framework
to
a
chosen
conflict,
and
all
these
are
literature
that
more
or
less
support
and
that
are
really
interconnected
to
the
philosophy
behind
gravity
and
to
the
process
that
we
have
in
the
in
the
graviton
guide.
B
So
this
is
what
I
was
talking
earlier:
support
conflict
management
with
policy
development,
also
a
conflict
transformation,
a
framework
that
it's
called
the
balcony
bridge
and
third
side
that
it's
getting
to
yes
in
challenging
times.
This
is
a
really
cool
video,
also
media
mediation
skills,
a
reconciliation
ritual
that
I
really
like
to
participate
and
that
we
will
do
at
some
point
in
the
training
and
some
blog
posts,
and
also
some
working
progress
that
we
are
doing.
That
will
improve
the
legitimacy
of
the
agreements
that
we
have
in
gravity.
B
A
B
B
Then
we
will
come
into
the
module
of
process
and
lowy
she's,
also
an
expert
in
dispute
resolution
and
she's
leading
the
conflict
resolution
efforts
in
in
bitcoin,
and
she
will
be
having
a
talk
about
the
centralized
dispute
resolution
and
why
it's
important
to
have
accountability,
why
it's
important
to
have
conflicts
and
why
building
trust
is
a
key
part
for
resolving
conflict.
Also
talking
about
what
the
restorative
justice
circles
methodologies,
then
we
will
have
jeremy
with
really
practical
sessions
about
liberating
structures.
B
D
B
In
the
ninth
session,
you
will
have
to
make
a
presentation
using
the
four
piece
framework,
so
we
will
have
like
groups,
and
each
group
will
have
five
to
ten
minutes
to
present
the
application
of
the
four
piece
framework
to
a
conflict.
You
cho
you,
you
can
choose
freely
like
okay.
This
is
the
conflict
that
my
children
are
facing,
that
they
are
fighting
over
an
orange,
or
this
is
the
conflict
that
I
am
experiencing
in
my
organization,
where
the
no
voices
aren't
being
included
so
with
the
tools
that
you
have
from
the
training.
B
The
is
that
you
can
make
a
presentation
of
what
was
your
initial
perception
of
a
conflict
and
how,
with
these
two
links,
you
can
at
least
take
it
to
a
more
mature
stage
of
comprehension
and
then
in
the
10th
session
me
and
jeremy
will
make
a
role
play,
and
the
idea
is
is
that
we
have
had
mediation
in
24
cases
right
now
in
the
dow
space
and
what
I
will
do.
What
we
will
do
is
that
we
will
take
some
of
these
cases.
B
So
you
will,
and
you
will,
you
won't,
have
like
all
the
same
conflict
we
I
I
will
try
to
design
at
least
five
different
conflicts
so
that
you
will
have
like
the
time
to
to
to
to
deal
with
this
conflict
to
to
to
role
play
it.
And
then,
when
we
make
a
debrief
in
the
big
is
in
the
big
room,
you
will
be
able
to
hear
other
conflicts
and
other
and
and
how,
where
they
tackled
using
the
different
toolings
that
we
have,
because
also
for
the
for
for
solving
conflicts.
B
B
So
you
can
say:
okay,
I
am
in
this
dao
and
if
someone
has
a
conflict,
I
can
be
a
easy
access,
conflict
management
agent
to
have
this
first
approach
and-
and
you
can
have
also
like
a
group
to
rely
on,
but
also
the
intention
to
help
on
on
on
on
this
coordination
and
these
conflicting
issues.
So
this
is
the
explanation
of
the
training.
I
hope
you
you
feel
motivated.
B
I
really
look
forward
to
see
this.
This
presentation
of
the
of
of
the
analysis
of
a
conflict.
I
also
think
that
the
people
that
is
going
to
facilitate
the
sessions
are
are
experts
on
that
area,
and
I
really
like
that.
It's
not
like
a
monopoly
monopoly
of
speech.
We
will
have
really
different
voices
and
that
I
am
sure
that,
after
this
training,
you
will
have
a
lot
of
a
lot
of
new
things
learned
and
a
lot
of
tools
to
put
in
practice.