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From YouTube: W7 Gravity WG: Gravity Training!!!
Description
Timecodes:
00:00 - Are you good listener?
08:18 - Gravity Training 21 January
33:29 - TEC Gravity Registry
35:35 - Feedback round
50:30 - Closing
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A
A
But
I
don't
know
if
that
happens,
to
other
people
and
if
it's
easier
for
other
people
to
listen,
hey
grief.
The
intro
question
for
today
is:
do
you
consider
yourself
a
good
listener
and
I
said
that
for
me,
it's
really
hard
to
listen
and
that
I
cannot
do
anything
else
when
I,
when
I'm
actively
listening,
because
if
I
do
other
thing,
I
just
like
lose
my
my
complete
attention
and
I
cannot
listen
properly.
So
that's
my
take
and
tonga.
What
do
you
think.
B
D
E
Then
cliff
yeah,
I
I
consider
myself
like
for
me
it's
easier
to
listen
than
to
speak,
but
at
the
same
time
I
I
listen
when
I
really
care
about
what
the
other
people
is
saying
like
if,
for
example,
I
remember
myself
in
the
college
and
the
teacher
was
talking-
and
I
was
like-
I
don't
want
to
listen
to
this,
and
but
it
depends
like
if
there
is
a
good
subject
that
someone
is
telling
me.
I
love
to
hear
and-
and
I
have
like
very
good
memories,
so
I
have
those
in
in
my
mind,
but
yeah.
F
The
thing
griff
was
mentioning
that
it
had
like
four
types
of
listening
and
what
are
the
stages
and
some
of
the
qualities
that
you
that
you
are
in
different
types
of
them,
and
there
is
a
an
acting
technique
too
for
listening
that
I
see
happening
in
many
scenarios
when
people
are
super
connected
and
super
like
listening.
Sometimes
their
body
language
starts
to
like
mimic
the
other
and
there's
ways
to
listen
with
the
body
too.
A
We
all
said
that
it
depends
on
what
calls
our
our
attention
and,
if
we
want
to
listen
and
that
like
reflects
that
to
be
a
good
listener,
you
you
have
to
like
make
a
commitment
and
and
to
effort
to
value
the
what
what
the
other
ones
are
trying
to
say
so
it
even
though
we
listen
all
the
time.
It's
it's
not
easy
to
listen.
A
Prone
to
that
and
and
and
active
and
present
at
listening,
it's
not
just
like,
like
receiving
the
sound
it's
like
trying
to
to
see
what
is
the
the
other
person
trying
to
communicate
and
what?
What
are
like
the
the
ideas
that
are
behind
the
language,
because
it's
also
that
we
all
have
different
kind
of
languages.
A
D
A
A
It
will
be
eight
sessions
of
one
hour
and
thirty
minutes
for
a
total
of
12
hours
one
session
per
week-
and
I
am
not
certain
about
the
this
schedule-
the
best
schedule
for
this
training,
because
this
hour
that
we
are
currently
right
now
6
p.m.
Set
will
be
taken
by
the
stay
on
a
stagward
school,
so
we
are
needed
to
move
the
the
the
schedule
for
the
gravity
training
I
really
like
thursdays
and
why
I
like
it,
why?
A
D
I
just
want
to
interrupt
and
say
I
think,
that's
a
great
idea,
one
I
really
like
it.
I
hope
that
I
really
like
it,
because
even
if
people
aren't
doing
the
full
training,
just
the
opportunity
to
say
hey
if
you're
hanging
out,
you
know
we're
doing
this.
This
is
the
subject
of
the
gravity
training
today
and
yeah
you
don't
have
you
don't
have
to
be
part
of
the
full
thing
to
benefit
from
being
a
better
community
member
right.
So
I
love
it.
Man.
A
A
A
So,
yes,
we
we're
going
to
go
a
little
bit
fast
on
the
gravity,
training
and
then
we're
going
to.
I
am
going
to
explain
on
what
is
that
this,
like
certification,
idea
that
I
got
from
the
emmy
that
is
like
in
in
international
mediation
institute,
where
they
like
first
make
a
training,
so
that
that
is
that
that's
the
first
stage
that
we
are
going
to
make
and
like
people
that
assist
to
this
training
can
get
like
qualified
a
basic
qualification.
A
Then
these
people,
that
is
qualified,
can
gain
experience
like
practicing
the
the
the
the
the
learnings
and
then
then
they
can
become
certified
by
gravity
like
to
to
to
address
more
delicate
issues
or
or
also
to
like
practice,
the
alternative
dispute
resolution
mechanisms,
because
we,
if
we
can
make
the
training
to
so
that
everyone
gain
experience.
It
means
that
anyone
is
everyone
is
training,
is
trained
on
like
nvc
and
negotiation
techniques,
but
it
does
it
when
we
jump
to
the
stage
3.
A
That
would
be
the
the
people
that
is
like
listed
in
the
organization
for
for
like
handling
like
cases
and
like
constantly
and
be
the
third
part
like
in
a
formal
process
in
a
formal
process.
So
I
think
that
this
can
help
the
organization
to
to
have
like
a
a
base
education
on
this,
but
also
to
have
like
certified
members
that
are
the
ones
that
that
will
like
carry
the
flag
on
the
alternative
dispute
resolution.
A
Okay,
this
is
a
name
that
we
have
been
thinking
and
I
think
it
like
goes
really
well
with
the
language
that
we
are
trying
to
promote,
and
it's
like
gravitons.
That
is
like
the
particle
that
that
makes
gravity.
So
it's
like
we
can
call
this
these
people
after
training,
graviton
gravitons-
that
are
the
particles
in
that
that
yeah
that
play
their
the
role
in
gravity,
so
the
plan
of
study
it.
A
A
So
here
we
have
like
a
text
on
on
on
non-violent
communication,
brief
histories
of
spiral,
dynamics
and
two
videos.
One
is
about
my
approach
of
non-violent
communication.
I
I
just
saw
that
today,
and
it
was
really
really
enlightening,
because
it
tells
that
we
communicate
all
the
time,
but
we
don't
so
much
take
time
to
to
improve
our
communication
skills
and
to
review
the
way
we
communicate
with
others
so
yeah.
That
is.
A
A
Conflict
is
like
a
a
platform
of
change
and
how
it
is
important
to
to
to
be
able
to
to
to
recognize
conflicts
as
as
also
as
something
that
dynamizes
the
the
evolution
of
of
of
the
things,
and
that
is
something
that
is
not
necessarily
bad.
It's
just
the
expression
of
different
of
different
points
of
view,
different
opinions
and
the
different
needs
that
are
addressed
or
not
by
the
the
decisions
that
are
taken.
A
A
A
We
have
a
a
lecture
here
that
is
in
spanish
and
the
this
is
also
a
theorist
of
conflict.
That
is
johan
galton,
and
he
like
made
this
like
really
easy
guide
on
how
to
transform
conflict
by
peaceful
means-
and
this
is
like-
and
this
the
this.
This
c
is
a
really
easy
and
like
made
for
kids
guide
of
of
of
conflict
management,
so
it
has
like
a
really
easy
language
for
people
that
may
feel
that
the
other
lectures
are
a
little
bit
hard.
A
A
A
The
other
day,
like
grief,
asked
me
about
it
and
the
diff,
but
but
we
need
people
here
to
understand
the
difference,
because
when
you
are
a
conciliator,
you
cannot
like
suggest
a
a
solution
of
the
problem.
When
you
are
a
consultator,
you
can
only
facilitate
the
communication
between
the
parts
involved.
A
A
A
So
I
think
that
we,
what
we're
gaining
from
this
like
starting
with
nbc,
then
jumping
it
into
conflict
theory
and
then
into
alternative
dispute
resolution
is
to
like
focus
first
on
what
is
like
preventive
for
conflicts
that
is
like
nvc
nvc
is
prevented
for
conflict
and
in
gravity
where
we
are
trying
the
both
things
to
prevent
conflicts,
but
also
to
safely
manage
them
when
they
arise.
So
first,
we
are
starting
with
nbc
to
like
prevent
them,
and
then
we
are
we
are.
A
For
for
like
having
agreements
and
and
searching
for
solutions
after
this
third
session,
I
want
to
have
like
a
practical
cases,
a
a
session
of
practical
cases
where
we
can
like
divide
the
people
and
and
and
set
some
like
simulations
and
role
plays.
Where,
like
we
can
simulate
a
conflict
situation.
And
how
can
like
we
practice
some
of
the
techniques
that
we
learned
from
the
last
session
to
to
promote
an
agreement.
A
Some
of
these
negotiations
and
cases.
I
am
going
to
take
them
from
the
program
of
negotiation
of
harvard
that
that
is
one
of
the
main
resources
that
I'm
using
to
to
construct
this
course,
and
they
have
like
these
cases
that
you
can
download,
and
I
think
we
can
work
on
them,
but
also
gave
me
a
good
idea
that
we
can
bring
our
own
like
cases.
A
Okay,
I
I
took
like
the
the
the
liberty
to
propose
and
to
suggest,
but
I
I
I
want
to
ask
you
if,
if
you
want
to
like
lead
this
session
olivia,
but
I
I
like
suggested
that
you
could
coach
the
session
number
five,
that
is
about
austrian
principles
and
like
I
can
also
help
you
a
little
bit
on
on
this
other
subject.
That
is
anti-fragility.
A
That
is
a
concept
that
is
like
really
developed
in
the
book
of
antifragile
by
nicholas
taleb.
But
I
also
like
put
this
video,
and
I
thought
that
you
could
lead
like
this
session
on
on
the
topic
of
ostrom's
principles,
and
why
are
we
like
making
all
these
boundaries
and
rules
to
to
like
make
the
best
use
of
our
cpr.
F
A
A
A
A
A
A
A
A
That
is
like
the
record
that
we
can
have
in
the
gravity
group
to
st
to
to
have
like
a
a
record
of
what
have
been
the
conflicts
that
we
have
like
addressed
and
what
have
been
like
the
mem,
the
gravity
members
that
have
been
in
charge
of
each
conflict.
So
the
idea
here
is
not
to
have
a
description
of
the
conflict,
but
only
to
have
if,
if
it's
necessary
of
if
it
was
made
like
a.
A
An
information
if
that,
if
there
were,
if
there
was
an
agreement,
if
the
dispute
continue,
if
they
dispute
like
ceased
or
continued,
that
that
is
for
us
to
know
if
the
conflict
like
is
still
active
and
and
latin
latin
and
or
if
they
or
if
they
dispute
like
after
the
the
the
approach
like
ceased.
So
it's
like
to
have
a
registry
on
the.
D
D
A
D
F
D
D
B
D
Remember
when
we
were
like
community
stewards,
every
time
was
in
we're
gonna
like
say
hi
to
them
and
we're
gonna
like
give
them
the
lowdown.
Here's
the
onboarding
theme
you
know
or
like
it's
really
just
the
dedication
to
it
right
like
having
it
being
conscious
and
someone
be
responsible
for
it.
I
think
that's
the
that's.
The
biggest
thing
I
see
missing
is
like
being
someone
whose
mind
is
on
you
know,
which
we
don't
really
have
right.
I'd
say:
jess
is
almost
activistic,
but
without
the
title
or
the
responsibilities.
A
I
think
I
can
I
can
get
like
the
message
and
it's
like
onboarding
is
a
commitment
of
the
whole
like
also.
Yes,
I
think
we
can.
We
can
add
something
of
this
like
scope
of
of
that
gravitons
not
only
have
the
responsibility
of
of
building
trust
in
the
community
like
around
the
rules
or
to
like
solve
conflicts,
but
they
also
like
promote
hike
vibes
and
that
promotion
of
hike
bites
is
very
related
even
to
onboarding
and
was
what
you
say
of
community
management,
so
yeah.
A
So,
yes,
I
am
going
to
take
that
feedback
and
like
try
to
to
put
a
little
bit
of
this
in
in
the
different
sessions
and
about
the
rituals
like.
I
love
the
rituals
that
we
have
and
we
can
and
we
can
like,
like
kind
of
like
have
them
written,
because
I
think
that
we
have
some
rituals,
but
they
are
not
written.
I
mean
we.
Last
year
we
celebrated
like
cagatiyo
and
the
there
is
this
ritual
that
we
have
that.
A
I
have
been
done
that
I
have
done
twice
in
the
organization
that,
for
me,
is
really
meaningful,
that
is
the
onoponopono
and
that
we
can
like
try
to
make
it
a
ritual
for
when
people
is
having
a
dispute
or
something
that
before
they
continue
addressing
the
dispute,
they
can.
They
first
make
a
ritual
of
reconciliation,
and
we
can
have
like
really
these
communication
practices
like
to
promote
nbc.
A
A
A
So
this
is.
This
was
like
the
main
part
of
the
of
the
call
that
I
wanted
to
address.
I
would
like
you
to
to
participate
on
the
doodle
to
set
if
we
are
going
to
have
this
on
thursdays
at
4pm
or
at
9
00
pm
set,
and
the
other
like
big
task.
That
from
gravity
we
need
to
do
is
to
review
the
code
of
conduct.
A
D
I
would,
I
would
say
if
we
want,
I
wouldn't.
I
would
be
interested
to
hear
if
anyone
has
a
preference
for
the
4pm
slot
of
4
pm
c
et
or
if
what
it
would
take,
because
it
would
be
nice
if
in
this
next
call
in
an
hour
and
a
half,
if
we
could
announce
the
timing
or
if
there's
a
better,
if
you
planned
on
passing
that
doodle
to
people
outside
of
this
call
right
now,
then
we
can
wait,
but
for
promotional
purposes
it
might
be
valuable
to
just
pick
a
time.
A
Well,
I
I
talked
with
tamara,
and
we
decided
about
that.
These
were
the
two
like
compatible
schedules,
but
I
also
like
9
p.m,
set
because
it's
after
the
community
call,
and
maybe
like
as
what
you
say
after
the
community
call,
we
can
say
hey
if
you
want
to
stay,
we
are
going
to
have
this
training
and
they're
going
we're
going
to
give
up
and
it's
a
training
that
is
important
for
everyone
in
the
community.
A
So
like
the
first
sessions
are
like
more
broad
and
then
the
last
sessions
are
more
focused
on
this
community
management
role
on
this
mediation
role
on
this,
I
think
that
is
what
divides
us.
Like
the
the
two
focuses
of
the
course.
The
first
one
is
to
prevent
conflicts
to
like
promote
good
vibes
and
then
the
the
last.
The
second
part
is
like:
how
do
we
deal
with
conflicts
when
they
arise.
A
C
A
C
A
B
E
I
want
to
add
it.
It
looks
super
fun,
especially
the
role
play
role
play
sessions.
I
think
they
are
going
to
be
super
fun
and
I
also
wanted
what
I
think
I
know
I
should
say
it
at
the
beginning,
but
I,
like
these
scores,
are
being
record
and
yeah
don't
share
anything
sensitive
and
yeah.
I
I
have
to
build
a
habit
to
say
that
the
beginning
of
the
call,
but
better
now
than
ever.
B
A
Well,
the
other
thing
is
that
this
is
going
to
first
to
be
the
first
training
ever
so
it's
going
to
be
a
pilot,
it's
going
to
be
a
test,
but
if
it
goes
well,
then
I
hope
we
can
like
repeat
it
in
the
middle
of
the
year
or
like
to
make
it
twice
or
three
times
a
year.
I
think
it
would
be
really
good
so
that
we
can
like
get
too
much
to
more
people,
and
after
we
have
like
a
core
of
people,
training,
then
trained.
C
I
did
just
see
that
you
had
noted
this.
Each
of
the
trainings
is
going
to
be
an
hour
and
a
half,
and
if
we
do
it
at
9,
pm,
cet
I'll
only
be
able
to
be
there
for
an
hour.
So
that
creates
a
problem.
If
I'm
going
to
be
leading
any
of
these,
I
thought
it
was
going
to
be
an
hour,
so
I
don't
think
I
noticed
in
time
so
sorry
about
that.
D
A
If,
if
we
want,
we
can
make
it
like
a
session
of
one
hour
and
for
me
it's
better
because
I
really
like
when
things
are
very
concrete
and
concise,
and
all
the
the
the
calls
we
have
is
like
are
one
hour
length.
So
it's
like
to
keep
that
they
have
it.
I
think
we
can,
if,
if
you
say
so,
and
if
everyone
agrees,
we
can
have
that
sessions
of
of
one
hour.
So
we
the
whole
course
is
an
hour
course.