►
Description
The Communications Working Group creates the narratives TEC presents to the world, develops communication platforms and promotes community projects focused on advancing token engineering.
We gather every Tuesday at 6pm CET.
Steward: Chuy
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A
Still
working
on
that,
it's
going
to
take
months
right!
So
what's
the
middle
ground
right
so.
B
Yeah
I
think
I
think
trying
to
figure
out
exactly
what
that
narrative
is
and
I.
You
know:
I
I've
been
trying
to
craft
this
for
a
minute
in
terms
of
just
the
ways
to
think
about
it,
the
Tec
right
now
we
need
to
find
want.
You
know
to
execute
on
our
vision
for
the
Tec
there's
one
narrative
that
needs
to
be
kind
of
really
hammered
home
and
we
need
people
to
really
believe
and
buy
into
if
this
is
all
going
to
work,
and
that
is
that
is.
B
That
could
be
like
long
tail
Financial,
for
example.
If
they
want
to
tokenize
what
does
that
really
mean?
It
means
they're
they're
competing
with
others
and
yeah.
That
is
not
the
point
of
what
we're
trying
to
accomplish
here
at
the
commons.
So
the
commons
is
saying
that
instead
of
tokenizing
and
having
your
own
token
and
competing
with
other
token
engineering
projects
use
our
token
and
use
it
as
a
method
of
collaboration
rather
than
competition
and
I.
B
Think
that
at
the
heart
of
it
is
the
narrative
that
I've
been
trying
to
put
out
there
into
the
world
and
I,
just
I
can't
figure
out
how
to
do
it,
and
so
I
and
I
think
that,
once
you
have
some
token
engineering
projects
who
actually
are
aligned
with
that
narrative.
Who
can
understand
that
narrative
and
digest
it
and
back
it
and
they
start
to
participate
in
the
Tec
as
an
economy
rather
than
a
collaboration
amongst
an
organization.
B
You
will
see
the
fruits
of
that
and
and
seeing
more
more
tea
projects
being
funded
and
so
like,
then,
that's
the
kind
of
narrative
that
I
want
to
see
being
pushed
out
there.
And
you
know
it's
really
hard
to
do
and
so
I.
You
know,
I'm,
not
I'm,
not
great
at
the
comms
area
and
so
I
was
hoping
like.
Maybe
we
could
figure
out
a
way
to
get
that
messaging
out
there
in
several
different
ways,
but
I'm
not
sure
exactly
where
to
start
to
be
honest
with
you,.
A
Yeah
I'll
be
sure
to
because
I
I
I
do
think
that
the
the
medium
I'm
working
on
right
now,
I
think
I.
Think
that
could
be
a
great
way
because.
A
It
allows
I
think
it
would
serve
to
communicate
that
nuance
without
without
a
specific
roadmap
which
we
don't
have
yet
because
we're
barely.
You
know
on
the
idea
phase
trying
to
get
people
inspired
by
something
that,
where
we're
still
we're
still
working
towards
so
yeah
and.
B
You
know
like,
even
if
you
know,
people
in
the
comms
group
want
to
do
a
video
or
do
you
know
spoken
word
or
do
you
know
Twitter
storm
Twitter
campaign
marketing
campaign,
whatever
we
can
do
to
get
that
messaging
out
there
I
think
it'll
be
really
really
important
in
terms
of
bringing
up
Partnerships
yeah
and
so
that-
and
that
was
another
one
that
I
another
aspect
that
I
think
comes
should
be
really
focusing
on
to
is
the
Partnerships
aspect
getting
in
with
other
other
organizations?
B
I
was
gonna.
Ask
you
do
do
you
know
anybody
at
gnosis.
A
Joey
is
a
gnosis
overlord
I
do
not
but
yeah
he's
in
the
multi-tape
okay
yeah.
So
he
and
he
of
course,
like
that-
it's
implied.
He
knows
a
community
Etc,
actually
the
the
crypto
tour
for
the
band
that
he's
managing.
A
He
doesn't
like
that
word
because
we're
trying
to
do
without
managers,
but
let's
say
the
the
the
the
the
the
the
Mexican
rock
band
that
he
took
under
his
wing
and
took
funding
from
or
requested
funding
from,
gnosis
received
funding
went
on
a
tour
over
20
something
cities
in
in
Mexico
the
first
one
with
you
know
what
three
onboarding
so
yeah
choose
your
guy
for
for
four
noses:
I'm
actually
going
to
be
meeting
him
this
weekend,
because
it's
East,
Mexico
and
actually
tentatively
I'm
gonna,
try
my
best
to
finish
the
the
poem
by
this
weekend
so
that
we
can
record
so
we
can
record
it
film,
it
and
and
and
yeah
in
Mexico
and
by
the
way
I
know.
A
This
idea
has
like
we've
been
talking
about
this
since
last
year.
I
definitely
want
that
the
previous
one
for
it's
just
that
they
liked
it
more
for
common
stack
and
I've
been
going
over
it
like
I've,
been
fight
trying
to
find
voiceover
artists
even
record
myself
and
I
just
haven't
really
liked
the
quality
of
it
yeah,
but
yeah
I
I,
don't
think
I
ever
showed
it
to
you
at
this
point
I'd.
Rather
you
just
wait
for
the
weekend
and
get
it
for
for
for
comments,
because
I
I,
really
I
do
think.
A
You
know-
and
that's
just
that's
what
we're
trying
to
to
do
and
and
as
we're
trying
to
deal
with
this
story
that
we're
telling
that
we're
Pioneers
but
don't
get
too
don't
get
lost
on
the
technology
curve
and
the
the
conviction
voting
and
all
these
protocols
and
automated
governance
mechanisms.
It's
really
we're
just
coming
together,
we're
using
tools,
we're
finding
new
ways
to
coordinate.
So
that's
why
I
like,
because
we
can
build
from
there
right
that
that
can
that
can
get
people.
A
You
know
hopefully
joining
our
dowel
asking
on
Twitter
telegram,
Group
whatever
and
then.
A
Hopefully,
using
that
inertia
and
creating
some
sort
of
system
for
people
to
coalesce
around
and
you
know,
come
up
with
ways
to
adopt
or
token
and
at
the
same
time
add
value
to
theirs.
So.
B
But
yeah
I
think
that
I
think
that's
like
the
main
thing
right
now
is
the:
how
do
we
get
people
to
adopt
a
token
and
then
also?
How
do
we
in
from
accounts
perspective
like
how
do
we?
How
do
we
get
the
messaging
out
that
we
want
to
have
out
because
I
think
that
I
think
the
messaging
that
we've
had
has
been
good?
It's
just
been,
you
know
it's
too
too
many
things
that
have
been
going
on,
that
we've
been
trying
to
convey
and
I
would
rather
have
like
really
focused
narratives
than
say
Hey.
B
You
know
this
is
our
large
road
map,
our
big
goals
that
we
have
within
the
Tec,
and
this
is
what
we've
done
to
get
there
and
we're
where
we're
heading
and
and
kind
of,
like
you
know,
speak
to
others,
saying:
hey,
here's
a
call
to
action
come
help
us
out
come
do
this,
you
know,
I
can
participate
in
this
experiment,
and
so
those
are
the
big
things
that
I
think
are
really
really
important.
But
you
know
you
and
acid
laser
are
well.
B
You
guys
are
going
to
be
carrying
the
columns
for
for
a
minute,
and
so
you
know,
I
think
that
you
having
experiments
and
ideas
that
you
want
to
execute
on
are
really
important
as
well
and
and
I
I,
once
I
want
to
be
able
to
support
those
too
and
so
there's
you
know,
there's
two
two
things
that
I
think
that
are
really
important:
the
external
Communications
and
then
also
the
internal
Communications
and
for
the
most
part
you
have
done
an
amazing
job
of
of
the
internal
Calm,
stuff
and
and
I
want
to
keep
that
up
and
I
want
to
hear
some
ideas
like
you
know
what
you
think
we
should
be
doing
in
terms
of
the
Tec
for
like
internal
comps.
B
A
Yeah
we
can
talk
about.
We
can
talk
about
that.
We
can
use
this
call
to
talk
about
that
as
a
laser,
usually
well,
usually
for
the
past
two
weeks
that
this
has
been
happening.
You
know
two
is
of
the
grid
a
little
bit
temporary
off-boarded
official
term.
A
Like
he's
not
gonna
come
so
we
can
just
take
the
time
and
talk
about
whatever
we
want
to
talk
about.
I
can
I
can
share
my
screen
right
now
for
the
agenda.
B
Yeah,
let's
do
that
and
yeah
I
guess
the
one
thing
that
I
want
to
add
to
the
agenda.
Is
you
know,
kind
of
defining?
You
know
a
vision
like
even
if
it
like,
even
if
it's
just
your
vision
like
how
do
you
see,
Tec
comes
working.
If
you
were
to
direct
everything
right
now
like
what
would
you
be
doing?
What
would
your
priorities
be?
Foreign.
B
B
And
I
know
that
came
out
that
document
of
kind
of
consolidating
the
teams
a
little
bit
and
tune
down.
Have
you
read
the
document.
B
I
think
he
did.
Let
me.
B
A
Yeah,
what
I
can
say
about
Oh
look
The
the
week,
though
nice
working
really
quickly,
I'll!
Think!
Oh,
it's
on
my
weekly
update
now
I.
B
A
Go
back
to
doing
them
because
I
just
don't
feel
and
it
it.
It
doesn't
seem
well
with
me
that
it's
sort
of
like
a
function
that
I
had
and
then
I
stopped
doing
it,
and
now
it's
sort
of
like
on
and
off
right,
I,
I
kind
of
feel
a
sense
of
pride
in
taking
that
back
again
and
having
it
run
smoothly
as
it
as.
B
Well,
I
mean
it's
hard
because,
like
we,
we
need
to
have
better
feedback,
it
does
yeah.
We
need
to
have
better
feedback,
because
it's
like
it's
valuable
and
we,
but
we
don't
ever
say
it's
that
valuable.
You
know
like
it's
one
of
those
things
like.
Thank
you
for
doing
nothing.
Yeah,
because
I
do
read
it.
When
I'm
like
I,
got
it's
the
way
I
can
keep
up
with
things.
A
Yeah
yeah,
but
it's
good
that
that
I
could
stop.
Let
me
just
message
him
say.
A
Okay,
there
yeah,
okay,
so
acid
lace
proposed.
A
B
So
he
hasn't
posted
it,
yet
so
I
think
he's
going
to
post.
It
he's
still
going
through
the
advice
process,
okay,
but
the
idea
behind
it
is
that
you
know
we're
gonna
start
bringing
in
closer
all
these
different
teams
and
and
kind
of
go
back
to
basics
with
the
comms
group
and
say:
hey,
let's,
let's
all
you
know,
let's
all
get
on
the
same
page
and
and
kind
of
swarm,
because
you
know
we
we're
gonna,
have
a
capital
crime.
B
I
mean
a
human
capital
crunch
right
now,
like
in
terms
of
people
who
are
contributing
just
because
of
the
state
of
the
the
market
and
all
that
good
stuff
and
so
really
focusing
on
swarming
towards
the
objectives.
So
I
think
one
of
the
big
things
is
the
Sprint.
B
You
know
we
we
either
stall
out
or
people
forget,
or
you
know
so,
I
think
that's
a
big
thing,
but
yeah
so
that
that
comps
document
is
kind
of
the
idea
of
acid
laser
had
of
just
kind
of
making
it
a
little
bit
more
cohesive
in
the
comment
group
because
we
we
went
to
you
know
like
the
of
the
translations.
I
think
is
a
really
good
idea,
but
it's
a
it's
a
kind
of
a
it's
one
of
those
things
where
it's
like
a
privilege
to
have
right.
A
Well,
I
mean
good
thing.
Is
we
have
like
most
of
the
budget,
we're
being
very
conservative
with
the
things
we've
been
spending
on
regarding
like
merging
merging
out
I
did
some
it
was.
It
was
really
very
little
work,
but
I
guess
I
helped
a
little
bit
with
the
coordination
lead
between
the
different
teams,
but
I
talked
to
Chewie
and
I
decided
not
to
request
payment
for
really
because
I
I
didn't
feel
I
think
it
was
500
project,
site
and
I
didn't
feel.
B
And
those
are
some
of
the
topics
that
you
know
we're
gonna
have
to
like
have
honest
conversations
about
too,
because
it's
like
you
said,
like
it's
really
hard
to
engage
accountability
and
that's
something
that
I
really
want
software
to
try
to
figure
out
is
like
how
do
we
ensure
that
you
know
everybody's
accountable
and
we're
getting
you
know
even
even
feedback
and
review
I
I
think
we're
we're
doing
you
know
kind
of
a
rough
job
at
you
know
it's
one
of
those
things.
It's
like
five
piece
of
work
done.
B
I
I
want
to
make
normalize
this
idea
of,
like
you
know,
let's
have
a
review
process.
If
it's,
if
it's
not
up
to
the
the
par,
we
need
to
be
able
to
have
that
honest
conversation.
Without
being
you
know,
without
people
feeling
hurt
or
insulted,
or
anything
like
that,
you
know
it's
it's
one
of
those
things
where
it's
like.
B
We
need
to
normalize
having
those
types
of
conversations
and
being
able
to
adjust
and
take
constructive
criticisms
and
stuff
like
that,
and
so
I
don't
know
if
you
have
ideas
on
that,
but
I
think
it's
really
important
because,
especially
in
comms,
where
you
have
so
many
individual
efforts
and
maybe
you've
seen
it
more
more
so
than
I
have
in
other
working
groups.
But
you
know
some
people
like
there's,
not
really
a
review
process
for
a
lot
of
things
and
and
having
that
feedback
mechanism
is
really
really
important.
In
my
opinion,
I
don't
know.
A
No,
no,
there
is
no
I
mean
it
is
important.
I
think
one
of
the
things
that
was
certainly
mentioned,
I
I,
do
remember,
Gideon
put
it
in
one
of
his
diagrams
when
he
was
figma
diagrams.
He
was
working
on
yep.
Think
about
it.
Even
even
Tom
talked
to
me
about
this
after
I
gave
the
psychology
of
leadership
talk
during
one
of
the
gravitone
trainings
that
there
needs
to
be
this
or
we
would
benefit
if
there
was
more
sort
of
like
internal.
A
For
like
tranches
of
like
because
I
feel
even
we
gravitate
towards
ranks
in
a
way
I
mean
I,
know
it's
horizontal,
but
there's
still
like
I
feel,
like
junior
senior
type
of.
A
Yeah
yeah
I,
just
just
basically
confidence
and
on
ability
like
time
work
just
several
variables
right,
but
I
feel
like
a
lot
of
the
from
doing
onboarding
with
people
like
it.
It
I
feel
we
reach
an
impasse
after
a
while
in
terms
of
I
guess.
A
B
A
lot
of
like
cultural
practices
that
I
just
I
think
would
help
with
that,
like
especially
like
when
you're
you
know,
you're
talking
about
like
well,
we
were
talking
about
accountability
and
making
sure
that
the
work
that
we
do
and
having
that
feedback
I
think
like
having
a
cultural
practice.
Is
you
know?
Okay,
maybe
Costa
presents
this.
B
You
know
whatever
document
or
or
we
have
the
video
that
we
want
to
submit
having
you
know
just
being
in
a
room
and
saying:
okay,
we're
gonna
Force,
this
cultural
practice
that
we
say
what
do
we
love
about
it?
What
do
we
hate
about
it
and
just
going
through
that
process
and
getting
everybody's
feedback
and
saying?
Okay?
This
is
what
we
do
every
time,
each
and
every
time,
and
so
it's
not
it's
not
something
that
you
know
it
feels
that
people
are
singled
out
for
their
work.
B
You
know
this
is
mine,
included
like
I
like
I
I,
can't
take
it
when
I,
you
know,
I
present
something
or
do
a
piece
of
work
and
then
all
my
all
the
feedback
it
just
feels
like
people
are
walking
on
eggshells
and
don't
want
to
hurt
my
feelings,
you
know,
and
that's
because
we
haven't
made
it
into
like
a
cultural
practice
to
say,
hey
shred
this
to
bits
like
tell
me
what
you
do
not
like
about
it
and.
B
Exactly
because
that's
the
type
of
thing
that
I
want
everybody
to
expect
to
have
with
their
work
and
and
that
that
keeps
us
all
accountable
to
to
improve
what
we're
doing
to
grow
to
all
that
stuff
and
so
I
think
it's
really
really
important
for
each
working
group
to
accomplish
that
in
some
way,
however,
they
feel
you
know.
However,
it's
suitable
to
do
it,
but
but
like
it
has
to
be
a
cultural
thing.
It
has
to
be
like
a
an
active
practice.
B
You
know
so
if
it,
even
if
it's
like
a
tweet,
you
know
you
got
a
small
group
of
three
people
like.
Is
this
tweet,
good
or
bad?
And
what
can
we
make
better
or
how?
What
do
you
not
like
about
it?
You
know
yeah
so
like
just
having
that
as
it
is
built
in
and
embedded
within,
our
just
normal.
Day-To-Day
operations
is
really
really
important.
B
A
A
Feedback
there
and
I've
been
trying
to
dive
deeper
into
mentorship.
I've
I've
I
mean
I've
learned
a
lot
from
from
town
from
Griff,
even
from
you
from
Midge
from
Chewie
from
a
lot
of
people.
I've
I've
worked
here
and
it
has
been
through
osmosis
and
not
through,
like
a
structured
type
of
cultural
practice.
Like
you
say,
right
yeah
there
are
times
when
I'm
projecting,
but
that
doesn't
make
it
and
I.
Don't
think
that
makes
it
any
less
true.
A
But
there
are
times
that
I
have
not
being
accountable
to
the
work
that
I
said.
I
was
gonna,
do
and
no
one
has
I
wish
they're
having
people
who
are
like
you
say
you
were
going
to
do
something
and
you
didn't
do
it
and
I
mean
it.
A
A
Yeah,
certainly
like
look
uperated,
because
I
do
feel
it's
easier
to
persuade
people
or
influence
them.
If
you
at
first,
like
empathize,.
A
And
and
like
rock
pool
them
a
little
bit
like
you
start
telling
the
story,
they
let
their
defense
out
and
then
like.
A
Might
be
right
and
and
in
terms
of
leadership,
influencing
collaborative
economics
like
I,
don't
think
we're
leaning
on
to
that
as
much
and
I
mean
again
going
into
I.
Guess
goes
first
full
circle
with
the
with
the
spoken
word,
and
it
goes
two
ways
as
well.
I
wish
someone
would
be
would
be
like
hey.
A
You
know
like
this
spoken
word
thing
feels
like
a
personal
project
like
do
you
have
any
sort
of
like
examples
that
that
would
be
so
that
we
can
know
if
you,
if
this
would
be
like
proper
or
like
within
Kosher,
for
what
we're
trying
to
do.
I
mean
I'm
grateful
that
people
sort
of
like
trusted
me
and
and
and
and
I
know
in
true
style,
that
I'm
I'm
gonna
kill
it,
but
but.
B
Learning
how
to
have
difficult
conversations
is,
is
the
hard
part
and
so
like
I,
think
if
we
can
embed
it
into
a
normalized
cultural
practice,
I
think
it
is
a
lot
easier.
You
know,
because,
because
you're
right
like
there
are
some
things
that
I've
had
on
my
my
plate,
that
I've
dropped
in
the
Tec
and
no
nobody
has
talked
you
know,
and
when
somebody
drops
something
like
that,
there
is
a
reason
you
know,
and
it
could
be
a
barrier
to
like
you
know
executing
on
it
knowledge
Gap.
B
You
know
time
time
over
they're
overwhelmed
whatever
it
may
be,
but
we
don't
have
that
type
of
platform
to
actually
explore
those
things
and
I.
Think
it's
really
important
that
we
do
that.
B
You
know,
even
even
if
it's
just
within
the
working
group
that
you're
working
in
to
make
sure
that
you
know
if
something
gets
dropped
or
something
is
not
as
good
or
you
know
up
to
Quality
like
we
need
to
have
a
space
for
these
types
of
communications
to
occur,
and
so
I'm
trying
to
think
of
different
ways
that
this
could
happen,
whether
it's
like
a
kind
of
a
part
of
like
a
you
know,
opening
question
type
thing,
maybe
like
a
closing
review
type
thing.
You
know
just
something
of
that
nature.
B
We
need
to
create
like
a
little
space,
a
little
practice
that
we
all
adopt
that
allows
for
this
type
of
communication
to
happen.
Without
you
know
it
feeling
personal
or
you
know,
having
people's
feelings,
hurt
and
then
running
away.
B
You
know
like
it's
got
to
be
constructive
and
positive,
and
but
but
it's
also
got
to
be
honest
and
and
having
the
ability
to
have
a
difficult
conversation
is
one
of
the
hardest
things
that
we
have
to
learn
how
to
do
within
Dallas,
especially
because
otherwise
you
know
we're
gonna
have
this
type
of
conflict
that
arises
in
perceptions
of
people's
ability
of
people's
work
itself,
and
you
know
I
I
don't
want
somebody
working
their
ass
off
to
help
out
and
then
all
of
a
sudden
you
know
they
get
grilled.
B
So
I
think
having
each
working
group
decide
what
they
want
to
do
in
terms
of
that
type
of
feedback
and
creating
that
type
of
Space
is
really
important.
I
just
don't
know
what
it's
going
to
take.
So
if
you
have
any
ideas,
I
would
say:
try
to
implement
it,
experiment
with
it
in
columns,
yeah
and
Just
Go,
With
It,
but
yeah
I
think
you
know,
because
once
we
have
a
format
that
works
really
well,
I
think
that
we
can
apply
it
to
every
working
group.
A
Did
you
we
were
gonna
reimagine,
the
community
call.
Do
you
know
if
that
happened
or
if
that
has
not
happened
yet.
B
A
Then
it
would
be
the
perfect
opportunity
to
reimagine
the
community
call
and
embed
within
it
a
cultural
practice
around
constructive
feedback
and
maybe
V2
some
sort
of
like
mentorship.
You
know,
but
I
I
mean
if
we
start
with
the
feedback,
then
the
rest
is
I
mean
what's
mentorship,
if
not
like
some
type
of
you.
A
B
Yeah
and
part
of
the
one
of
the
things
about
the
community
called
that
like,
instead
of
giving
updates,
like
I
kind
of
you
know,
I
I
want
you
know,
get
the
details
of
like
how
to
get
involved,
but,
like
I
part
of
me,
once
every
time,
I
listen
to
people
talk
about
the
working
groups
in
the
community
call
I
want
you
to
get
me
excited
about
it.
You
know,
like
I,
think
we
we
spend
so
much
time
just
going.
This
is
the
what
we
did.
This
is
what
we
did.
B
This
is
what
we
did
rather
than
like
hey
if
I'm
a
newcomer
and
I'm
listening
to
this
I,
don't
really
care.
What
you're
doing
like
get
me
excited
like
inspire
me.
What
is
your
vision
for
the
working
group?
What
are
you
trying
to
accomplish
on
a
bit
larger
scale
like?
Why
should
I
be
contributing
to
it
and
like
in
a
way,
I
think
I
think
the
working
group
should
be
competing
for
the
people
that
are
coming
into
the
Tec
like.
B
If
we've
got
three
people
who
went
through
onboarding
and
are
in
the
community
call,
you
know,
the
working
group
should
be
like
incentivized
to
be
competing
for
their
further
contributions.
You
know,
and
we
don't
have
that
sense
of
competitiveness
in
terms
of
like
hey,
come
join
us
over
here
in
Omega.
Come
join
us
over
here
in
in
comms.
Come
join
us
over
here
in
safco,
because
I
do
think
you
know.
If
we
start
speaking
more
to
the
aspirational,
it
gets
people
excited
and
gets
them
to
say,
okay.
B
How
can
I
bring
my
vision
for
what
you
just
talked
about
to
this?
How
can
I
share
my
knowledge
about
this
area
that
I'm
interested
in
so
there
are
different
areas
of
like
the
Community,
College
I
think
are
really
important
and
cool,
and
that
I
think
you
know
we
need
to
keep
like.
The
praise
is
great.
B
The
working
group
updates,
I
think,
should
be
a
little
bit
more
in,
like
quicker
and
in
sync,
but
but
more
aspirational.
Okay,
let's,
let's
get
you,
let's
Inspire
the
newcomers
to
join
our
efforts
but
yeah.
So
those
and
those
all
things
that
fall
under
like
internal
comps,
which
is
something
you
are
so
really
really
good
at
and
I,
don't
know
if
you
have
other
ideas,
I'd
be
willing
to
experiment
and
like
try
it
out.
The
next
Community
call.
A
A
What's
a
Baseline
and
when
you're
sort
of
like
out
of
pathologically
unhealthy
level
of
dopamine
or
something
like
that
right
and
it's
just
overthinking,
so
I
just
went
into
the
etymology
of
enthusiasm
and
it's
like
possessed
by
the
gods
and
it's
like
well,
it's
something
that
really
needs
to
be
pained.
A
You
know
it's,
it's
inertia,
you
start
and
then
and
I
see
I,
guess
the
the
reverse
of
that
would
be
the
monotone
so
like
state
that
the
the
the
working
weekly
update
sort
of
like
devolved
into,
which
is
normal,
and
maybe
it's
just
like
going
over
the
things
that
they
went
to
I.
Think
Griff,
maybe
does
all
the
enthusiasm
for
all
the
sewers
at
the
beginning,
and
then
everyone
could
just
chill
but
yeah.
A
Certainly,
if
we,
if
we
like
within
the
structure,
if
we
sort
of
like
ask
people
to
communicate
the
updates
in
some
way,
that
is,
you
know,
conducive
to
them
becoming.
B
B
You
know
and
I
mean
just
kind
of
reframing
it
you
know
and
just
saying,
hey
yeah.
Your
goal
here
is
to
find
contributors.
Give
me
your
give
me
your
pitch.
Why?
Why
should
I?
Why
should
I
join
your
working
group?
A
B
And
the
more
people
that
you
get
in
your
working
group,
the
better
off
you're,
going
to
be
in
terms
of
getting
stuff
done
and
getting
collaboration
going
and
so
yeah
I
mean
these
are
all
really
cool
things.
But
I
guess
did
you?
Is
there
anything
in
the
agenda
that
you
want
to
go
over
in
terms
of
like
immediate
needs
and
like
immediate,
like
things
that
we're
working
on.
A
B
B
But
yeah
oh
yeah,
and
so
what
can
we
do
to
support
as
far
as
inputs
are
concerned?
Have
you
have
you
I?
Remember
you
mentioning,
maybe
that
the
the
whole
like
Twitter
subscribe
button.
A
Yeah
yeah,
that
was
let
me
check
right
now,
but
I
really
I
believe
that
was
added.
Oh
well,
I,
don't
know
if
he
was
added
yet
but
I
know
for
a
fact.
Acid
laser
is
working
on
it.
B
A
You
you
think
putting
subscribe
on.
Twitter
is
so
somehow
violation.
B
B
B
B
So
one
of
the
things
that
te
Academy
does
it's
like:
they,
they
have
the
sign
up
stuff,
you
know
so
everything
they
do.
B
You
have
to
sign
up
for,
and
it's
just
a
good
way
to
collect
information
and
collect
emails
and
have
them
subscribe
to
the
newsletter
and
so
I
think
that
that's
a
really
good
process
for
actually
building
up
that
newsletter,
subscription
list
and
so
I
think
you
know
having
these
kind
of
Google
forms
that
we
can
have
for
like
I,
don't
know
what
purpose
yet,
but
maybe
signing
up
or
like
getting.
B
Maybe
we
can
present
it
to
the
onboarding
and
have
people
sign
the
form
to
actually
get
in
because
because,
like
even
their
like,
you
know,
events
that
they
hold
they
they
want
you
to
sign
up
for
and
like
if
you
ever
go
to
like
a
t,
Academy
link
it'll
send
you
to
the
form
that
you
sign
and
then
you
you
have
the
option
to
subscribe,
and
so
you
can
subscribe
directly
and
they
have.
They
have
a
growing
list
of
newsletter
subscriptions
and
I.
B
Think
it's
a
really
good
model,
but
I
don't
know
how
to
incorporate
it.
Here,
because
I
do
think
that
you
know
having
this
newsletter
is
going
to
be
effective
as
long
as
we
can
get.
You
know,
people
who
are
wanting
the
newsletter
and
who
subscribed
to
it,
because
I
feel
like
the
the
list
that
we
have
now
are
with
people
that,
maybe
don't
even
know,
didn't
know
at
the
time
that
we
had
a
newsletter
and
we're
using
them
to
send
out
newsletters
and
I.
B
B
Cool
okay,
yeah,
so
I'm
just
trying
to
think
of
ideas
of
like
how
do
we
make
sure
that
the
newsletter
itself
becomes
the
most
effective
it
can
be,
and
that
means
having
inputs
and
so
I
still
have
to
figure
out
who
controls
our
website.
This
is
one
of
the
most
frustrating
things
ever
and
I
know
dirty
glasses
mentioned
many
times.
A
I,
oh
hello,
there
Christmas
we're
yeah
we're
having
a
comfortable
sort
of
like
a
very
vulner
people.
A
Actually
we're
about
to
things
the
college
is
wrapping
up,
but
you're
welcome.
However,
if
you
could
just
please
use
your
mic
because
there's
a
lot
of
ambient
noise.
A
There
you
go.
Thank
you
thank
you
and
you're
welcome
to
to
just
hang
around
for
the
you
know.
Last
five
minutes
of
the
call
or,
however
long
this.
This
takes
yeah
Nate,
there's
whenever
I
want
to
make
changes
to
the
website
which
I
made
one
recently
yeah.
B
Yeah
and
I
think
having
like
a
landing
page
for
you
know
some
things.
It
would
be
really
nice
to
have.
You
know
if
if
I
had
access
to
it,
I
think
you
know
there
are
some
things
that
I
would
want
it.
That
is
for
comes
to
have
a
lot
of
control
over
the
platform
text
and
making
sure
that
you
know
we
have
the
the
the
messaging
that
we
want
on
the
website
and
then
on.
The
second
note
is
that
I
would
love
to
see
Gardens
embedded
into
our
website.
B
A
But
he's
the
one
I
talked
to
whenever
I
need
some
changes
and
he
does
the
the
pull
request.
Okay,
that's.
B
A
It
does
yeah
that's
so
you
can
message
him
he's
being
I
mean
sometimes
it's
easy
with
school,
but
he
he
does.
You
know
he
he.
He
has
helped
me
in
the
past
right
now.
We're
moving
the
sign
up
for
newsletter
input
from
the
bottom
of
the
page.
To
like
the
first
frame,
you
see
when
you,
so
that
is
something
that
we're
moving
granted,
there's
still
more
work.
That
could
be
done.
B
Yeah
I
mean
even
a
pop-up
would
be
really
nice.
You
know,
like
kind
of
like
a
banner
Banner
pop-up,
when
once
you
enter
the
site
that
you
can
X
Out
of,
if
you
don't
want
to
deal
with
it
yeah,
but
so
something
that
kind
of
is
like
hey
sign
up
for
a
newsletter.
Real,
quick.
A
But
yeah
do
you
think,
do
you
think
it'd
be
better?
If
we
do
it,
if
we
do
a
pop-up
version
of
it,.
B
I
think
it
would
work
out
really
nicely
if
you
know
if
we
had
like
a
like
once
you
once
you
enter
the
website
and
it
has
like
a
top
Banner
I've
been
around
the
top
that
you
can
X
Out
of
and
it's
just
hey,
here's
a
input
field
where
you
can
put
your
email
subscribe
to
our
newsletter,
all
right.
That
would
be
really
really
nice.
B
Just
because
it's
like
it's
there,
they
know
they
know
about
it
right
off
the
bat
they
can
always
opt
to.
Not
even
you
know
they
can
ignore
it,
but
I
do
think
it.
You
know
for
most
people
if
they're
they're
visiting
the
website
and
they
want
to
learn
more,
they
can
just
easily
type
their
email
and
just
let
it
be
so
sort.
A
Of
like,
if
you,
if
you
see
where
I'm
sharing
the
screen
right
now
so
like
this.
B
A
B
Maybe
we
can
set
up
like
a
see
if
we
can
have
like
a
meeting
with
anybody
and
everybody
who's
involved
with
a
website,
because
I
would
really
like
to
tackle
some
things
with
the
website.
I
said
I
do
think.
Dirkadas
was
correct.
This
is
like
this
should
be
the
place
that
people
go.
B
I
mean
we
have
five
different
places
that
people
are
always
working
with,
whether
it
be
the
good
book,
whether
it
be
notion
page
whether
it
be
you
know,
you
know,
figma
or
whatever
I
would
like
to
have
all
those
connected
to
one
site.
You
know
our
Gardens
and
our
snapshot,
all
embedded
and
so
I
think
there's
a
lot
of
work
that
can
be
done
with
the
website.
I
just
don't
know
who
to
talk
to
and
how
to
get
them
in
a
room.
A
Yeah
yeah
certainly
you're
trying
to
get
the
root
of
the
website
issue:
I,
I'm,
just
being
I,
guess:
I've
been
content
with
just
getting
getting
the
the
things
done
within
the
it's
really
just
a
couple
of
changes
that
I've
made
but
I
agree.
I,
don't
know
who
would
be
the
one
at
one
point
there
was
Christopher
I,
don't
know
if
he
still
holds
holds
the
keys
I.
B
A
Certainly,
for
for
marketing
purposes,
I
mean
you
mentioned
Google
sports.
We
have
hot
platforms
there.
Yeah
it's
integrated,
so
I
certainly
be
dropping
the
ball
on
that
I
I
honestly
sleep
my
mind,
but
I'll
I'll
certainly
also.
B
A
B
Huge
yeah
and
it
gets
it,
gets
good
messaging
out
there
too
and
like,
and
that's
really
what
I
want
to
see
in
terms
of
and
and
part
of
what
acid
laser
proposed
with
the
restructuring
of
the
comms
group
is
just
that:
let's,
let's
consolidate
our
messaging
and
make
it
more
effective,
you
know,
let's
get
it
into
the
right
places
and
start
to
really
focus
in
so
yeah.
Those
are
the
big
things
that
I
wanted
to
talk
about,
but
yeah
got.
A
It
yeah
well
to
top
it
off
or
to
close
it
up
prop
it
up
just
to
mention
just
too
I.
Guess
recap:
the
things
I
talked
we
talked
about
and
took
some
notes
on,
and
I'll
async
I'll
keep
working
on
them
next
time.
I'll
have
something
internal
columns
versus
external
comps.
We
still
needed
to
talk
more
about
that,
but
that's
for
next
time
defining
a
vision.
You
did
ask
me
a
really
good
question
about.
A
If
I
were
directing
every
action
within
cons,
what
would
I
focus
on
and
I
know
a
couple
things
that
I
would,
but
it's
not
yet
an
executive
answer,
so
I'll
definitely
work
on
that.
The
the
comms
Google
doc
that
acid
laser
is
working
that
asset
laser
did
I'll,
reject
that
I
thought
the
marketing
part
was
was
pretty
yeah.
He
summarized
the
whole
thing
coming
up
with
a
cultural
practice
around
constructive
feedback.
A
A
B
And
and
the
garden
thing
is
yeah
embedding
that,
but
with
like
things
like,
do
you
work
especially
like
particularly
like?
Do
you
work
and
we're
using
Clarity
and
Sample?
You
know
there.
B
For
the
most
part,
these
tools
have
been
using
the
Tec
to
like
kind
of
test
their
products
out,
but
there
will
be
come
a
time
in
the
near
future,
where
they're
going
to
try
to
monetize
and
trying
to
figure
out
what
the
cost
will
be
to
use
these
platforms
or
how
they
they
attempt
to
monetize
is
really
important
information
to
have
so
I.
Don't
know
if
you
can
get
some
insight
with
the
work
from
that
like.
Are
they
going
to
tokenize?
B
A
Yeah
there's
we
do
have,
we
do
have
more
leverage
now
that
we
have
Clarity
they're.
Your
contenders
so
I'll
be
sure
too
to
press
them
on
how
will
they
monetize
and
if
that
would
be,
if
that
would
be
in
in
a
barrier
yeah
or
that
would
be
something
that
would
allow
us
to
continue
working
through
them
yeah.
So
that's
pretty
much
it
man
I
think
it
was
a
great
productive
talk.
Yeah.
B
Thanks
for
talking
with
me
about
it
and
we'll
catch
up
again
next
week
and
see
if
we
can
hammer
out
some
things,
if
you
need
anything
in
the
meantime,
just
just
message
me
for.
B
A
Any
questions
you
might
have
or
I
mean
you
can
keep
talking
after
12
seconds.
A
A
Let
me
know
yeah
yeah
for
sure
yeah
well,
you're.
Welcome
in
time
like
these
meetings
are
all
these
meetings
are
open
to
anyone.