►
Description
Timecodes
00:00 - Juan explains what we want to cover on this call
01:37 - Should conflict management be done by accountable members?
15:17 - What would be boundary of this internal management layer that is proposed?
27:50 - How can we apply TE to make ur conflict management smarter
49:44 - Durgadasji explains important structural things are right, but let's see how it goes when the stakes comes!
51:55 - Last thoughts
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A
B
B
D
C
So
the
first
point
is
like:
do
you
think
conflict
management
should
be
done
with
or
without
a
group
of
you
designated
to
hold
accountable
for
it
like
in
the
fourth
austrian
principle.
She
says,
monitors
should
be
accountable
of
the
appropriators
to
the
appropriators
or
are
the
appropriators
themselves.
C
C
A
D
Yeah
I
mean
I
don't
know
if
that's
possible
to
make
it
like
without
humans
in
because
I
have
no
idea
how
it
should
be
done.
But
if
it's
possible
it's
something,
we
should
look
forward
to
do
that,
but
I
think
it's
also
good
to
I
mean
I
really
have
no
idea
how
like
a
non-human,
would
work.
But
if
that's
a
good
system,
I
think
we
could
culminate
both
of
them
and
to
be
more
accurate
on
the
decisions
of
the.
B
F
B
B
I
think
it's
strange.
It
strengthens
the
relationship
somehow
for
you
to
know
that,
like
more
people
are
involved
in
in
something
with
you
and
that
there
is
this
shared
understanding
of
what's
happening,
but
but
I
think
it's
important
to
have
like
one
group
that
has
the
time
and
the
expertise
to
like
jump
in
in
one
thing,
specifically:
cool.
A
Yeah
I
was
gonna
mention
that
maybe
a
specific
group
to
handle
everything
that
happens
if
there
are
a
conflicts
or
something
that
needs
to
be
solved
like
like
us
right
now.
We
are
the
gravity
dc
group
and
we
are
currently
trying
to
implement
something
that
is
worth
and
that
will
solve
these
issues,
but
in
the
in
the
in
the
sense
of
having
someone
responsible
of
a
certain
conflict
or
a
group
of
someones
that
that
will
be
responsible
of
them.
I
think
that
should
be
dependent
or
maybe.
A
Usually
changing
because
I
don't
believe
that
it,
it
should
be
the
same
people
every
time,
so
we
we
could
think
about
periods
of
time.
Where
you
are,
I
don't
know
what
the
name
would
be
if
it's
a
steward
or
would
be
a
conflict,
resolute
manager
or
I'm
not
sure
what
the
term
is,
but
but
those
I
think
that
shouldn't
be
a
role
or
forever
of
a
long
time.
A
A
C
C
C
C
F
F
Well,
I
think
it's
important
to
recognize
that
there
may
be
people
who
have
an
interest
and
a
skill
set
around
conflict
management.
So,
for
example,
myself,
I've
run
and
participated
in
a
lot
of
nonviolent
communication
groups,
and
so
somebody
like
me,
who
might
have
time,
might
be
helpful
in
facilitating
some
kind
of
conflict
resolution.
F
I
also
know
somebody
who's
trained
at
the
marsha
rosenberg
nonviolent
communication
group
who
might
be
enlisted
for
really
corny
issues
here.
On
the
other
hand,
I
do
believe
that,
if
you're
going
to
participate
in
a
group
like
this,
there
might
be
some
basic
practical
skills
that
should
be
learned
by
people
or
at
least
agreed
to
before
they
go
to
participate
in
a
conflict
resolution
situation.
C
C
C
So,
let's
jump
into
the
second
question
and
it's
really
interesting
what
we're
all
talking
about-
and
the
second
question
is
what
would
be
the
boundary
of
this
internal
management
layer
that
is
proposed?
Can
we
have
support
and
legitimacy
in
both
the
tech
and
the
broader
te
space,
or
will
it
be
seen
as
a
state
intervention.
C
C
D
In
my
opinion,
it's
like
it
depends
like
how
the
conflict
is
evolving
like,
for
example
like
if
she,
if
someone
is
spamming
on
the
chat,
maybe
we
can
have
just
about
banning
him
for
a
period
of
time.
But
if
the
conflict
keeps
climbing,
then
maybe
this
the
next
step
would
be
try
to
mediate
and
resolve
the
conflict
by
ourselves.
But
somehow-
and
if
it
keeps
scaling,
then
maybe
we
should
do
the
state
in
that,
like
the
state,
I
don't
know
the
word
right
now,
but
that
thing.
B
I
think
it's
really
important
for
everyone
to
be
in
agreement
that
there
is
a
code
of
conduct
and
that
there
is
a
process
in
case
that
cult
of
conduct
is
not
acted
on.
So
maybe
this
agreement
is
like
a
window
that
pops
up
and
for
you
to
be
active
in
the
in
the
channels.
You
need
to
agree
with
that
or,
like.
I
think,
that's
something
to
think
about
like
how
to
how
to
make
sure
people
have
at
least
very
easy
access
to.
What
is
the
process
before
they
engage
with
the.
F
Community
yeah
and
links
to
the
shared
languages
and
and
the
principles,
so
maybe
ostrom's
principles
are
at
the
top
and
then
the
specifics,
whatever
that
shared
language
is
be
it
nvc
or
other
things
that
we
would
employ
because
and
you
would
want
them
to
be
kind
of
public
methodologies
that
are
well
known
and
so
on,
so
that
people
could
also,
if
they're
in
conflict,
they
can
say.
Okay.
F
What
is
the
process
I'm
going
to
go
through
and
what
is
it
that
I
need
to
learn
about
this
process
so
that
I
can
respectfully
you
know,
do
things
so
like
in
nbc,
for
example,
there
is
actually
a
way
to
make
a
request
and
to
be
able
to
recognize
a
request
versus
a
demand
is
a
very
important
part
of
that
process.
Right
and
so
I
think,
a
lot
of
times,
it'll
feel
like
a
state
intervention.
F
If,
for
example,
a
lot
of
people
are
saying
a
request
in
such
a
way
that
it
sounds
like
a
demand,
so
then
it
could
feel
like
a
big.
You
know
a
huge
thing
too.
So,
to
kind
of
give
this
shared
language,
some
public
voice
and
and
have
everybody
kind
of
understand
that
it's
a
protocol
that
we
follow
and
understand
how
to
break
those
things
down,
so
that
it's
clear
for
everybody
and
people
who
would
want
to
review
it
could
attend
like
a
gravity
primer
to
say
this
is
how
we
go
through
conflicts.
F
This
is
how
we
would
manage
a
certain
thing.
We
could
even
do
a
role
playing
where
we
would
say
in
a
given
situation.
It
would
be
like
this
or
that
and
then,
if
there
are
things
that
are
coming
up,
then
people
can
proactively
figure
out.
What's
going
on
and
figure
out
how
to
structure
their
own
requests
and
and
and
feelings
and
needs
and
and
and
observations
that
they're
making
about
behavior.
B
I
think
that
nvc
is
a
really
good
point
in
terms
of
like
people
being
familiar
somehow
with
this
tool
already,
because
there
is
a
lot
of
people
that
is
already
familiar
with
it.
So
so
it
could
be
like
a
a
step
that
it's
already
walked.
Maybe
there's
a
lot
of
people
in
the
community
that
already
participated
in
nvc
workshops
or
trainings,
and
maybe
starting
to
identify
that
is
already
like
a
common
language
like
durga
said,
I
think,
that's
an
important
point.
F
Plus
he's
actually
done
a
ton
of
youtube
videos
and
things
that
we
could
link
to
about
the
approach
and
how
we
how
and
he
examines
the
entire
thing.
So
the
whole
thing
is
four
parts
observations,
feelings
needs
and
requests,
and
each
of
those
has
their
own
set
of
competencies
inside
of
it,
and
he
is
in
youtube
videos
giving
workshops
about
exactly
this
stuff.
So
you
know
you
could
say
here's
a
section
on
observations.
Here's
a
section
on
what
feelings
are,
and
there
are
very
good
feelings
in
needs-
wheels,
graphics
that
you
can
get
online.
A
C
Yeah,
I
totally
agree
with
bulgadas
in
this
because
I
think
like
if,
if
we,
if
we
get
to
a
community-
and
we
say
hey,
these-
are
the
rules
it
may
sound
like.
We
are
like
trying
to
impose
our
point
of
view,
and
this
is
not
the
idea.
The
idea
is
to
say
hey.
The
community
is
organizing
so
like
these
are
the
boundaries
that
we
the,
and
these
are
the
processes
and
the
protocols
we
are
trying
to
propose
for
for
yeah
managing
our
our
human
relationships.
C
But
first
we
have
to
try
to
strive
for
the
consent
of
the
community
and
for
the
knowledge
of
the
people
of
what
are
we
talking
about,
because
maybe
people
still
like
hear
other
sanctions,
and
maybe
they
think
that
we
are
going
to
to
like
punish
or
something
and
but
but
when
you
like,
read
and
and
understand
what
we
have
been
talking
about
about.
What
are
the
radar
sanctions?
C
You
understand
that
they're
they're
really
pedagogical
and
they
are
really
like
soft
and
they
are
like
yeah
for,
like
for
the
minimum
response
for
for
first
for
a
conflict
situation
and
with
a
very
alternative
dispute
resolution,
a
scope
on
the
on
the
on
the
approach
of
how
we
handle
the
issues.
So
I
think
it's
very
important
to
have
to
make
this
like
a
more
public.
B
B
B
So
I
think
it's
it's
important
to
have
rules
and
to
know
that
there
is
a
process
to
change
them.
If
we
see
that
that
they
are
not
important
anymore,
that
they
are
not
applying
in
the
best
way,
maybe
maybe
some
rules
are
generating
conflicts
and
then
having
a
body
to
take
care
of
those
conflicts
would
help
to
understand
that
the
root
of
those
conflicts
are
rules,
and
then
maybe
that
would
be
like
a
feedback
loop.
D
D
Yeah
I
was
saying
what
tula
says:
it's
amazing,
because
when
you
take
the
rules,
as
I
got
like
when
you
are
new,
you
see
the
rules
and
it
helps
you
to
you
know
you.
At
least
you
know.
If
there
is
no
rules,
you
might
do
so
something
like
it's
wrong,
but
because,
for
the
sake
you
don't
know,
but
if
there
is
a
guideline
like.
Oh
that's
an
amazing
word
it.
It
helps
people
when
they
are
coming.
F
C
C
F
So
for
me,
for
example,
I'm
on
the
autism
spectrum,
so
what
I
actually
need
is
a
constant,
proactive
reminder
about
how
to
best
operate
in
groups,
and
so
I
actually
at
my
job
I
actually
talked
to
my
human
resources
department
on
a
consistent
basis,
so
that
I
can
make
sure
that
I'm
making
sure
that
I
know
where
boundaries
and
things
are
because
I'm
often
over
sharing
and
don't
always
recognize
social
boundaries.
So
I
I
actually
it's
really
important
for
me
to
sort
of
proactively
have
a
conflict
resolution
person.
F
I
can
go
to
in
some
way
to
make
sure
I'm
reminded
all
the
time
about
those
things
and
in
many
ways
it
just
makes
the
whole
thing
much
more
explicit,
which
is
why
I
would
appreciate
a
whole
bunch
of
proactive
structure
in
place,
for
example,
and
proactive
structure
in
place.
I
think,
helps
not
only
autistic
people
but
organizations.
H
H
D
I
really
like
the
idea
of
like
a
mathematic
resolution.
I
mean
not
like
like
it's
a
verdict
like
it
has
like
the
say,
but
it's
good
to
have,
and
I
mean
I
have
no
idea
how
that
would
work,
but
if
people
think
that's
possible,
I
think
that's
interesting
to
look
and
see
how
it
would
work
and
and
yeah,
but
always
keeping.
D
I
think,
like
conflict
like,
as
you
are
all
guys,
are
saying,
it's
very
human,
so
I
think,
like
the
last
decision
should
be
based
on
humans,
and
I
was
thinking
also
two
ideas
like
something
like
I
don't
know.
If
that's
implemented,
don't
wanna
hide,
but
I
think
I
hear
some
around
somewhere
around
like,
for
example,
in
celeste,
when
you
want
to
participate
as
a
juror,
it
depends
on.
It's
like
a
alia
story.
Is
that
a
random
plan?
It's
a
random
choice
and
depends
on
the
tokens
you
have.
D
You
have
more
or
less
possibilities
to
visual
on
a
specific
conflict,
but
then
on
the
next
conflict,
it's
random
again
and
random.
Again-
and
another
thing
I
was
thinking,
is
it's
it's
yeah
I
mean
it
can't
have
some
issues
because
it's
like
incentivized
community
to
give
their
feedback
on
any
com.
I
mean
on
conference.
We
want
to
drive
to
the
community,
but
we
should
be
careful
like
as
manu
would
say.
F
I'd
like
to
make
a
suggestion
to
the
group:
there
is
a
wonderful
book
by
a
man
named
alfie
cohn,
a
a-l-f-I-e
k-o-h-n
called
punished
by
rewards,
and
I
think
it's
an
incredibly
important
scholarly
work.
It's
also
quite
funny
and
well
written,
but
it
is
actually
a
a
treatise
on
how
incentivized
systems
create
punishments
fundamentally
in
some
way,
and
so
it's
if
you
have
any
incentivized
system
at
all,
you're,
going
to
always
have
kind
of
this
reward
punishment,
duality
which
is
inevitably
going
to
create
conflicts.
F
So
it's
incredibly
important
to
know
how
to
work
within
these
kinds
of
things,
and
especially
since
we're
talking
about
money,
the
the
incentives
tend
to
be
quite
large
in
many
cases,
and
so
I
would
just
like
to
point
you
guys
to
that.
So
it
could
be
that
you
could
figure
out.
You
know
some
underlying
potential
problems
that
can
exist
in
this
indentified
system
so
that
we
can
perhaps
guard
against
those
things
and
take
those
things
into.
B
B
D
F
F
Oh,
it's
just
going
to
say
in
in
some
ways.
We
also
need
to
not
only
reward,
but
I
mean
the
thing
is:
is
that
oftentimes?
What
we're
talking
about
in
punishments
and
rewards
tends
to
ignore
the
other
kinds
of
wealth
that
exist
and
it's
incredibly
important
to
make
sure
that
we
see
validation
is
it
is
that's
kind
of
why
I
like
the
nvc
thing.
A
little
bit
is
because,
when
I
read
ostrom
stuff
each
each
one
is
a
com
combination,
a
convoluted
combination
of
feelings
and
needs.
F
So
a
lot
of
times
conflicts
arise
from
from
you
need
to
know
whether
the
conflict
is
arising
from
an
unmet
need
or
just
the
way
a
person
feels
and
if
the
way
a
person
feels
is
connected
to
an
unmet
need
that
affects
the
entire
group.
That
might
be
an
incredibly
important
troubleshooting
thing
to
figure
out
not
only
from
from
a
a
project
standpoint
and
each
was.
We
are
all
doing
many
different
kinds
of
projects.
F
G
C
Well,
I
I
agree
with
with
what
you're
saying
and
sometimes
like
the
the
the
resolution
of
a
conflict
is
not
and
like
an
answer
or
like
a
product
of
of
an
agreement
of
sometimes
a
conflict,
just
manages
when
you
talk
with
the
person
and
as
tonga
said.
Sometimes
we
fee.
We
are
in
a
conflict
and
maybe
in
our
minds
we
make
conflict
really
big,
and
sometimes
we
just.
We
just
need
people
to
like
say
like
hey.
C
B
C
That's
also
like
a
thing
that
we
can
that
we
should
like
try
to
promote
this
feeling
of
security
in
the
organizations
so
that
the
people
like
have
reliance
on
on
on
the
conflict
management
group,
because
on
the
other
side
that
could
lead
to
the
feeling
of
like
yeah.
This
is
the
state
intervention
and
like
they
want
people
who
is
close
to
them
to
talk,
but
they
don't
want
people
who,
who
represent
other
points
of
view
to
talk.
C
C
H
Process
or
to
understand
what
the
other
person
is
saying,
so
that
just
means
that
the
person
is
not
the
appropriate
for
the
situation.
I
agree
completely
that
like
anxiety
or
fear,
or
all
the
negative
emotions
go
away
really
fast.
When
someone
just
listens
and
like
whenever
I
used
to
go
to
a
psychologist
and
yeah
she
I
I
knew
that
he
was
like
just
hearing,
but
he
was
really
helpful
and
just
that
feeling
to
be
to
be.
A
C
B
A
I
think
we
can
start
diving
into
a
way
to,
I
think
so.
We
want
to
design
the
the
layers
of
what
can
be
automated
in
regards
of,
what's
gonna,
be
a
reputation
assignment
besides
the
price
and
what's
going
to
be
a
punishment
of
sorts,
if
you
are
only
because
there
may
be
a
way
that
we
can
automate
but
most
of
the
conflict
resolution
that
will
happen.
We
need
a
human
interaction
and
human
direction,
so
maybe
of
all
of
the
the
designs
that
we
have
made
of
the
scales
of
how
how
problematic
a
conflict?
A
Maybe
we
can
also
make
a
design
on
what
can
help
us
a
good
reputation
or
bad
reputation,
and
with
all
of
these
tools,
we
may
be
able
to
automate
some
of
it
and
that
I'm
interested
in
helping
from
the
techy
side
from
the
yeah
development
side.
So
I'm
interested
to
see
what
what
we
can
do
with
all
of
that.
A
F
Well,
I
have
to
say,
from
my
perspective,
a
lot
of
the
the
reason
why
I'm
in
this
group
at
all
the
reason
why
I
continue
to
feel
like
I
can
participate
is
because
of
how
how
it's
met
my
need
for
being
seen
and
heard.
I
I
don't
know
anything
about
cryptocurrency
and
anything
at
all.
I'm
really
just
learning
about
it
and
I
started
working
with
a
gentleman
named
sean
and
I
thought
geez.
F
F
I
think,
if
you
just
read
that
one
book
you'll
probably
for
the
rest
of
your
life,
never
want
to
be
in
a
reward
punishment
situation
ever
again
and
you'll
be
fundamentally
suspicious
of
of
all
reward
and
punishment
situations
and
will
actively
seek
to
sort
of
subvert
those
systems
wherever
you
can
and
and
I'm
just
bringing
it
all
up.
Just
because
I
think
it's
such
a
beautiful
community,
you
guys
have
built,
but
it's
really
easy
to
do
that
when
there
are
no
stakes.
C
C
Everyone
feels
validated
feeling
to
make
everyone
feel
important,
feel
everyone
feel
confident
to
talk
and
to
invest
time
and
effort
and
thoughts
into
this
community,
and
that
is
something
that
is
very
related
to
the
cultural,
soft
governance,
and
that's
why
this
is
a
group
group,
that's
more
of
government,
so
I
really
like
that
we
are
getting
into
an
issue
where
con
solving
conflict
is
not
addressing
only
conflict
situations,
but
solving
conflict
is
also
making
people
feel
good.
The
organization.
C
C
As
aside
and
like
that,
we
can
get
that
what
we
want.
That
is
more
people
to
be
involved
in
this
conversation
in
this
and
in
this
group
that
is
very
related,
and
in
that
way
we
can
also
have
like
first
people
interest
in
participating,
and
that
could
help
yeah
to
to
have
the
first
group
of
people
with
the
skill
sets
and
with
interest
help
in
the
in
the
conflicts
and
in
their
relationships.
B
Maybe
you
can
think
about
something
like
that
for
the
lab
session
that
that
you
have
that
it
will
be
after
so
tomorrow
we'll
have
shen
and
then
and
then
after
maybe
it
could
be
some
type
of
presentation
of
like
what
is
conflict
management
from
the
tec
perspective
and
what
are
the
directions
we're
going?
How
can
people
collaborate
like
have
a
full
presentation
of
yeah
did
the
whole
idea
behind
it.
C
F
You
know
as
a
guiding
principle
because
it
could
be
that
you
know.
As
I
say
I
I
when
I
look
at
that,
I
see
a
pretty
large
lack
of
precision
in
certain
sense
and
something
that's
a
lot
more
oriented
on
large
groups,
as
opposed
to
you
know,
preventing
conflict
at
a
more
granular
level.
So
you
know
we.
We
also
need
strategies
around
resolving
those
conflicts
at
a
more
granular
human
level
versus
you
know
the
needs
of
the
the
organization
as
a
whole
and
it's
great
to
do
all
this
stuff.
F
B
And
it
addresses
a
lot
of
the
challenges
that
we've
been
facing
in
the
centralized
communities
like
the
tragedy
of
the
commons
prisoners,
dilemma
and
some
of
the
some
of
the
core
problems
of
like
how.
Why
are
we
not
being
able
to
organize
ourselves
in
a
way
that
is
beneficial
for
the
collective
good?
B
So
that's
why
it's
been
interesting
to
look
into
her
work
and
to
follow
the
principles
in
a
way
that
we
build
this
culture
thinking
about
the
resilience
of
the
commons
in
the
future.
So
it's
not
only
for
the
conflict
management
but
for
all
the
other
points.
So
for
sure,
there
are
specific
points
that
we
can
combine
with
with
other
thought
leaders
and
and
bring
more
knowledge
into
making
them
then
happen
in
the
best
way
possible.