►
Description
Timecodes:
00:00 - Juan explains about conflict nature
01:38 - Github structure
06:00 - Requirements to be Mediator
15:35 - Miroboard brainstorm
27:30 - Design the onboarding training
34:50 - System to channel dispute, typeform
44:58 - Lived brings feedback and brainstorm about Code of conduct
53:01 - Closing
🙏 Thank you for watching! Hit 👍 and subscribe 🚩 to support this work
🌱Join the Community🌱
on Discord https://discord.gg/DDr5kYU
or say hello on Telegram http://t.me/CommonsStack
Join the conversation https://forum.tecommons.org/
Follow us on Twitter: http://twitter.com/CommonsStack
Learn more http://tecommons.org/
A
That
are
normal
in
every
organization,
because
sometimes
these
human
things
like
are
like
unpredictable
and
and
sometimes
human
behavior,
like
affects
in
in
unthinkable
ways
what
like
protocols
are
supposed
to
do
so.
Yes,
I
I
want
to
start
this
reunion,
I'm
going
to
share
my
screen
so
that
everyone
is
in
the
same
page,
on
what
we're
doing.
B
C
D
A
Right,
well,
I
want
to
ask
if
all
of
you
have
already
seen
this
issue
in
github
number
72.
A
I
think
that
that
is
a
good
starting
point
of
this
reunion,
because
we
have
four
points
that
on
which
on
which
we
are
currently
working
at,
and
we
would
like
to
have
a
mvp
on
each
of
one
of
each
of
those
points
like
for
the
next
week,
so
that
we
can
start
working
in
the
proposal
in
the
forum
and
well,
let's
jump
one
by
one
on
into
them
and
discuss
a
little
bit
on
on
on
them.
A
The
first
one
is
design
the
responsibilities,
benefits
and
requirements
of
the
role
of
conflict
managers.
This
one
relates
you
to
this
to
the
project
of
conflict
management
in
github,
and
here
is
the
the
the
proposed.
E
A
The
proposed
like
actions
and
for
this
role
and
responsibilities
of
this
role,
that
would
be
the
to
receive
cases
from
the
conflict
management
request,
bot,
apply
and
participate
in
periodical
reviews
to
be
up-to-date
in
the
in
all
the
decisions
taken
by
the
tech,
knowledge
and
training
pro
of
scaling
protocols
and
conflict
management
mechanisms
accountable,
and
they
will
be
accountable
for
easy
access
and
use
of
conflict
protocols,
and
I
suggest
that
is
a
rotary
pro.
What
do
you
think
about.
F
This
yeah,
I
think,
that's
a
great
idea
like
it's.
It's
going
to
be
like
super
cool
like
having
about
reviewing
the
issues,
but
I
think
that
that
thing
should
be
developed
by
a
tag
right
or
or
we
can
do
that
ourselves.
Somehow.
A
Well,
I
say
a
bot,
but
it's
actually
a
type
form.
It's
even
easier.
It's
just
a
type
form
where
that
connects
like
accountable
of
that
information.
Yes,
ruben.
D
Yeah
yeah,
I
didn't
read
the
the
document,
yet
I
was
hoping
to
pass
over
the
the
issue,
so
I
understand
exactly
where
you
are
all
at
but
yeah
I
wanted
to
be
here
as
well
too,
because
I'm
working
on
the
partnership,
template
and
yeah
disputes
are
also
part
of
partnerships.
So
I
wanted
to
learn
more
what
I
can
include
in
this
template
and
what
the
processes
will
be
here.
So
I
can
include
that
as
well
in
the
template.
D
So
when
there's
disputes
and
partners
between
partners,
then
there's
a
process
in
place
so
yeah
I'm
gonna
head
over
to
the
issue
and
then
I'll
come
with
some
questions.
A
Okay,
thank
you.
I
also
found
this
document
that
is
called
a
guide
for
alternative
dispute
resolution
center
manual,
a
manual
for
alternative
resolution
centers,
and
it
has
like
a
very
good
material
that
we
can
work
on
and
leverage.
A
A
Yeah
here,
like
model
of
code
of
conduct
for
mediators
and
yeah
that
they
should
have
like
this
yeah
for
further
requirements
for
for
being
a
mediator
in
the
organization.
A
So
it's
like
impartiality
and
confidentiality
also
and
competent,
because
I
think
that
the
people
that
start
doing
this
work
should
be
also
like
trained
and
a
confidentiality,
because
the
idea
here
is
to
is
not
to
have
like
a
gossip
club
on
like
yeah
what
is
happening
in
the
organization,
but
to
have
like
a
a
very
good,
competent
group
of
people
that
can
strategic,
currently
strategic
extractly
strategically
like
scale
and
manage
the
conflicts
in
the
organization.
A
So
I
think
that
this
is
also
a
good,
a
good
idea
to
have
like
a
a
special
requirements
for
for
the
people
that
is
going
to
do
this
job.
A
Is
the
one
here
that
it
says
what
a
nice
document.
E
A
We
were
just
reviewing
the
first
point
of
the
agenda,
that
is
about
the
responsibilities,
benefits
and
requirements
of
the
role,
and
we
were
discussing
the
responsibility
that
the
responsibilities
mostly
are
to
receive
the
cases
and
to
apply
the
the
norms
and
to
strategically
manage
the
conflict,
but
also
that
there
should
be
a
special
requirements
for
this
role.
That
I
was
showing.
A
That
I
found
this
document
that
has
like
this
code
of
conduct
for
mediators
that
could
help
us
have
some
special
requirements
for
for
conflict
managers
like
self-determination,
impartiality,
conflict
of
interest
and
competence
and
confidentiality.
So
I
think
that,
though,
it's
very
important
to
have
these
additional
requirements
for
this
role.
A
If
you
have
something
else
to
add
on
this
point,
please
this
is
the
moment
and
we
will
jump
to
the
second
point
of
the
agenda.
Then.
D
Will
there
be
like
responsibilities
for
the
responsibilities
of
conflict
managers,
but
is
there
another
party
or
overseer
of
the
conflict
managers
themselves
or
is
that
not
the
case
or
has
that
not
been
questioned
yet.
A
Well,
I
think
that
is
a
a
very
good
question.
I
read
the
other
day
an
article
that
says
that
who
watches
the
watchmen,
so
I
think
that
this
all
should
be
like
monitored
by
the
community
and
like
the
community,
should
be
able
also
to
to
have
like
the
the
last
vote
on
on
what
are
like
the
the
the
actions
and
the
the
limits,
the
boundaries
that
this
role
has
and
also
like
to
monitor
the
work
that
is
being
done.
A
I
think
that
it
should
be
like
a
a
community
work,
but
I
still
haven't
like
designed
how
how
would
this
watch
over
watchmen
be?
I
I
still
don't
know
if
you
have
some
idea,
please
that
would
be
really
nice.
G
A
Okay,
I'm
gonna
take
some
notes,
so
I'm
gonna
take
some
notes
here
and
what
libya
just
said.
That
is,
a
mutual
accountability.
G
We
could
think
of
ways
in
which
we
we
are.
We
feel
accountable
to
each
other
that
if
you
like,
we
are
all
aware
of
of
the
rules,
and
we
know
that
it's
for
the
benefit
of
all.
If
we
are
in
accordance
to
it,
so
everyone
has
an
incentive
to
to
be
like
if
you
see
something
that
is
misaligned
to
to
communicate
about
it
or
how
do
we
ensure
like
we,
we
would
have
to
brainstorm
some
practices
of
mutual
accountability
that
we
don't
have
yet.
G
Also,
maybe
there
could
be
something
around
like
if
we
keep
the
structure
of
working
groups
always
running
like
let's
say
the
conflict
like
gravity
is
a
working
group
that
is
always
there
for
whenever
conflicts
arise
and
in
the
community
stewards
working
group
could
be
a
working
group.
That
is
always
there
too.
So
maybe
if
there
is
a
conflict
with
someone
from
gravity,
this
person
could
contact
someone
from
the
community's
two
words
working
group
that
is
not
involved
in
gravity
and
and
we
could
design
some
type
of
process
for
when
that
happens.
Perhaps.
A
F
I
was
also
thinking
like
not
all
the
problems
should
need,
like
a
review
from
the
community.
I
mean
sometimes,
for
example,
when
there
is
a
dispute
and
the
guy
who
gets
the
harm
or
or
the
other
like
it's
not.
He
thinks
the
the
choice,
the
mediators
take
it's
wrong.
They
should
be
like
a
system
to
say,
hey,
I'm
not
agreeing
with
what
they
say.
Maybe
the
community
could
review
my
case
and
that
would
be
awesome.
I.
A
A
But
I
think
that
the
idea,
mainly
with
very
small
scale
conflict,
is
to
like
not
intervene
so
much
and
like
just
being
like
following
the
situation
but
not
like
acting
directly,
because
if,
if
we
act
directly,
so
it's
very
straight
strategical.
A
That
first
like,
even
though
that
that
we
have
been
informed
on
a
situation
that
we
like
don't
intervene
like
we
without
at
least
we
find
it's,
it's
a
strategical
or
something
urgent
that
we
need
to
to
address.
But
the
first
like
step
is
al
is
always
to
to
rely
on
the
communication
and
and
the
agreements
that
the
that
the
parts
involved
could
could
have.
A
A
So,
let's
jump
to
the
second
point
of
the
agenda.
A
This
is
in
the
mirror
board
of
the
soft
god
and
culture,
and
this
is
a
work
that
some
people
have
collaborated
at,
and
you
can
see
here
in
the
lower
right
section
of
the
mirror
board.
A
There's
this
like
a
square
that
says
scale
of
conflict
and
suggested
stations
and
like
we
now
have
more
info
information
of
on
the
scale
of
conflicts,
but
we
are
lacking
some
of
suggested
sanctions.
So
I
think
that
we
can
have
some
brainstorm
short
brainstorm
on
what
could
be
a
suggest
extension
for
for
for
the
organization,
I
propose
that
there
are
suggested
changes
that
can
be
like
pedagogical,
like
making
presentation
for
the
community
or
something
like
okay.
A
The
sanction
of
your
behavior
is
to
make
a
presentation
or
for
the
community
or
to
participate
in
x
or
y
working
group.
I
don't
know
like
what
could
be
a
suggested
function
that
you
think
that
could
be
better
logical
for
for
the.
G
Organization,
wonder
if
people
participating
in
working
groups
coming
from
a
sanction
if
they
wouldn't
hate.
A
I
don't
know
make
a
dance
on
the
next
community
call
something
like
that.
F
G
There
is
this
african
tribe.
I
forgot.
G
No,
I
was
just
gonna
say
that
there
is
this
tribe.
They
have
a
very
beautiful
way
of
solving
conflicts
whenever
someone
does
something
bad,
they
believe
that
is
because
of
the
system
like
that.
G
If
we
are
in
one
system
and
something
bad
happens,
that
everyone
has
a
fault
on
that
somehow
so
they
bring
this
person
to
the
middle
of
a
circle
and
they
tell
all
of
the
good
things
they
think
about
about
them
and
all
of
the
good
they
did
for
them
to
remember
who
they
are
kind
of
thing,
and
I
was
thinking
if
that
is
if
that
would
be
a
weird
practice
so
like
whenever
someone
does
something
bad
to
like
shower
them
with
love.
You
know.
D
I
would
say
noted
down,
is
definitely
an
alternative
but
very
interesting.
F
A
People
I
I
totally
agree
because
sometimes
people
is
just
mad
because
they
like
feel
that
they
are
not
being
recognized
and
when
people
tell
you
good
things,
you
like
like
charge
yourself
for
for
for,
like
those
good
feelings
and
and
to
join
on
on
what
yeah
and
what
people
want
from
you.
So
I
I
think,
that's
already.
I
really
like
love
shower.
A
And
also,
I
would
put
like
making
a
dance
in.
A
A
A
A
F
I'm
also
thinking,
if
someone
do
something
wrong
and
the
like
the
like.
We
do
that
way
to
try
to
solve
the
conflict
and
that's
awesome,
but
if
he
is
still
doing
wrong,
I
think
pushmen
should
be
needed
right.
What
do
you
guys
think
about
that,
like
in
the
last,
like,
maybe
sometimes
punish?
I
think
it's
needed
sometimes.
A
Yes,
I
think
that
these
are
some
of
the
punishment.
A
We
have
like
losing
governance
tokens.
That
is
a
sanction
that
I
think
that
would
be
hard
like
to
take
away
a
system
token,
and
also
like
banning
from
community
calls
and
discord.
A
I
think
that
that
is
also
like
a
a
heart
sanction
and
losing
privileges
in
the
organization
it's
like
if
you're
steward,
maybe
like
you,
are
no
longer
steward
if
you're
doing
something
wrong
and
you
become
like
yeah
a
normal
contributor.
A
F
Maybe
we
could
have
something
else
or
something
in
between
like
a
banking
from
let's
say
a
week,
or
something
like
that
like,
instead
of
running
from
community
goals
and
disco
like
forever,
you
can't
have
like
a
system
like
first
time.
You
do
wrong.
You
got
one
one
day,
then
two
days
then
four
days
and
goes
on.
D
Yeah,
I
think
twitter
also
has
something
like
that.
You
have
yeah,
you
get
kicked
off
the
platform
for
a
period
and
then
you
can
come
back
and
if
your
behavior
changes,
then
you
can
continue.
If
not,
then
you
get
kicked
up
for
a
longer.
D
D
Or
is
it
for
like
the
the
graduate
banning
possibility
or
idea?
Is
it
for
mediation
or
arbitrage,
because
yeah
banning
can
become
a
pretty
easy
solution.
A
D
A
But
the
idea
is
to
like
always
be
nurturing
these
suggested
sanctions,
and
this
is
a
scale
of
conflicts
with
what
their
organization
provides.
Maybe
there's
something
some
conflict
that
we
didn't
like
know
yet,
and
then
it
happens
and
then
like.
We
can
add
it
here
in
the
in
the
scale
of
conflicts
and
like
also
what
was
the
suggest
extension
for
that
case
and
maybe
like
yeah
to
have
a
parameter.
A
I
think
that's
the
main
idea
of
of
this
point.
A
But
I
want
to
jump
to
the
third
point
of
the
agenda
that
is
design.
The
onboarding,
training
and
rotation
of
boarding
of
this
group
of
people
related
to
conflict
management.
Septimus
did
a
a
really
good
research.
This
is
your
your
user
septimus.
A
A
Okay,
he's
helping
us
here
and
he's
he
searched
for
conflict
management
course
that
is
like
free,
it's
really
simple
and
like.
I
think
that
we
can
start
by
having
a
group
of
people
to
to
to
make
this
course
and
and
then
we
have
like
a
first
group
of
trained
people
in
the
organization
in
conflict
management.
A
I've
seen
this
course,
and
it's
really
simple,
but
it's
good,
and
it
says
something
on
on
yeah
on
on
on
on
these
techniques
I,
but
I
still
think
that
there
then
we
should
need,
like
some
group
study
group,
to
to
also
specify
on
what
do
we
follow
these,
these
normal
procedures
and
and
and
on
what
do
we
defer
and
and
how
do
we
adapt
to
our
decentralized
context?.
A
So
I
I
also
think
that
there
could
be
like
a
study,
a
study
group
like
we.
We
can
have
like
people
having
this
course
and
then
we
have
a
study
group
and
we
can
have
like
a
book
club.
I
took
that
idea
from
from
from
libya
to
like
discuss
on
on
tendencies
on
conflict
management
and
to
discuss,
philosophically
on
conflict
management
and
and
to
like,
keep
improving
this
this
this
initiative.
D
Yeah
the
course
I
agree
that
definitely
that
should
be
in
place
for
anybody
that
wants
to
become
a
conflict
manager
in
the
community
and
then
from
there
on.
You
know
the
experience
can
build.
A
G
I'm
just
I'm
just
worried
if,
if
we'll
focus
on
like
all
the
deliverables,
it
seems
that
there's
so
many
things
to
set
up
before
the
launch-
and
maybe
this
does
more
research
part-
would
be
something
that
the
working
group
does
continuously
and
that
it
could
be
like
a
constant
group
study
and
research
post
lunch
and
that's
how
the
group
keeps
like
exchanging
knowledge
and
improving
and
yeah,
I'm
just
thinking
in
terms
of
bandwidth
if
people
would
be
willing
to
to
jump
in
a
more
in-depth
study,
which
I
would
love
to
take
part
on.
A
Okay,
I
think
that
for
the
mvp,
then
we
can
have
like
a
study
group
that
that
yeah,
that
talks
and
and
try
tries
to
train
people
and
and
to
like
make
in-depth
conversations,
but
not
so
much
of
a
course
for
the
mvp,
because
it
would
be
difficult
for
the
bandwidth
we
are
having.
G
G
A
G
Think
it's
possible
to
do
that
in
parallel
with
everything
that
we're
doing
like
setting
up
the
mvp
to
exist,
then
then
I'm
I'm
all
for
it.
A
I
think
that
this
could
be
something
that
could
be
done
after,
but
first
there's
too
much
work
and
we
are
all
very
busy,
so
it
would
be
like
too
much
time
taking
to
take
a
full
course,
but
we
can
start
making
like
an
in-depth
channel
conversation
and
conflict
and
also
like
to
have,
I
think,
a
weekly
thing,
at
least
once
to
openly
discover
this,
like
this
course
on
on
conflict
management
and
and
yeah
to
to
to
make
a
a
a
round
table
where
everyone
like
learns
from
the
others
experience
and
learns
from
what
is
being
taught
in
the.
G
And-
and
I
think
and
I
think
that
the
course
is
good
for
now
like
if
if
anyone
is
interested,
I
just
thought
you
were
talking
about
a
book
club
type
of
thing
to
to
go
more
into
philosophical
issues.
That's
the
only
part.
A
A
So,
let's
jump
to
the
to
the
fourth
point
of
the
agenda:
that
is,
how
do
we
create
a
channel
to
the
a
system
to
channel
disputes
and
connect
them
to
experts
accountable?
A
A
Some
people
have
already
told
me
some
of
things
that
we
can
improve
in
this
type
form,
but
I
would
love
you
love
if
you
can
help
me
like
polish
it
in
this
moment,
and
also
the
thing
is
that
this
typeform
is
in
my
in
my
account
and
it's
it's
free,
so
I
cannot
make
like
logic
jumps
or
I
cannot
change
the
the
link.
A
So
in
some
time
it
would
be
really
nice
to
jump
to
the
well
when,
when
the
the
the
proposal
is
passed
to
jump
to
the
type
form
of
the
organization
to
like,
have
the
premium
access
and
like
to
have
the
logic
jumps
and
to
have
a
nice
link
to
promote
in
in
every
a
community
call.
A
But
that
that
is
something
in
in
which
I
think
there
should
be
a
more
technical
like
support,
because
I
I
know
that
the
type
form
answers
could
be
then
sent
to
a
spreadsheet.
But
I
don't
know
how
to
do
that.
So
maybe
if
someone
is
more
experienced
in
type
form,
then
in
some
time
there
should
like
migrate
this
this
format
and
and
help
to
make
it
like
a
very
a
a
very
good.
A
A
I
want
to
ask
if
any
of
you
have
some
experience
with
typeform
to
do
that,
to
like
put
the
answers
of
the
of
this
type
form
to
a
stretched
it,
and
then
we
can
also
like
say
in
the
spreadsheet
who
is
assigned
like
which
conflict
resolutor
is
assigned,
to
which
case.
G
A
So
so,
okay.
A
I
thought
that
there
was
like
this
some
way
to
just
connect
them
to
the
spreadsheet,
but
I
think
then
we
will
need
to
develop
a
spreadsheet
on
which
we
will
like
yeah,
have
the
the
the
the
registry
of
the
situations
and
yeah
like
who
is
assigned
and
maybe
have
some
notes,
and
if
there
is
an
agreement
or
something
to
have
that
registry
of
the
situation
there.
D
To
the
responses
of
type
form
to
spreadsheets,
I
think
you
just
have
to
include
google
sheets
or
excel
to
connect
or
connect
it
with
with
your
typeform.
You
can
do
it
via
the
typeform
interface
should
be
possible.
A
G
A
Like
responsible
and
on
on
making
on
passing
this
to
the
to
the
type
form
of
the
organization,
because
I
think
that
maybe
all
those
are
like
paid
like
services,
so
maybe
I
will
talk
to
grief
if
if
he
thinks
that
there
is
other
person
that
should
do
it
or
if
he
like,
tells
me
to
do
it
to
practice.
D
A
A
So
we
also
will
need
to
develop
this
spreadsheet
and
like
to
you,
have
to
say
to
have
some
some
cells
on
like
yeah,
who
is
assigned
to
the
conflict
and.
A
A
Okay,
thank
you,
ruben,
okay,
okay,
I
will
do
that
later,
but
it's
nice
to
have
done
like
this
step
here
because
is
to
see
like
if
you
think
that
this
can
be
made
a
proposal
into
the
forum
and
like
how
who
can
help
me
doing
that,
because
I
have
never
done
a
proposal
in
the
forum
and
maybe
if
someone
has
like
already
more
experience,
then
we
can
start
like
having
some
idea.
A
G
Forum
yeah,
I
can
help
you
make
a
proposal,
there's
a
template
and
we
want
to
transfer
so
now
we
we
were
using
before
discord
to
make
decisions
with
emoji
votes,
but
then
now
we
have
the
conviction
voting
and
we
just
need
to
submit
a
proposal
to
change
the
decision-making
process
from
discord
to
conviction.
Voting
make
sure
everyone
is
on
board
on
that
on
that
transition
and
and
then
we
can
submit
the
proposal
there.
Yeah.
A
Okay
olivia,
so
I
can.
I
can
assign
you
like,
like
a
responsible
for
like
helping
us
with
with
the
proposal.
E
A
A
I
I
want
to
also
say
that
these
were
the
points
that
I
wanted
to
discuss
today,
but
if
you
have
something
you
want
to
comment,
please
I
I
would
be
really
happy
to
hear
you
on
this.
G
I
want
to
bring
up
quickly
the
the
forum
post
I
made
yesterday
about
rules
and
boundaries
that
it's
kind
of
what
we
discussed
in
the
last
sofcov
call,
and
then
yesterday
I
went
to
this
matagov
call
and,
and
one
of
the
things
they
said
was
that
the
easiest
way
to
identify
the
rules
of
a
system
is
to
look
at
the
the
violations
that
are
happening
so
from
the
violations.
You
think
about
the
rules.
G
But
since
we
don't
really
have
violations
and
we
are
going
with
those
imaginary
scenarios
of
what
sorry
you
want
to
say,
something.
G
Yeah,
so
so,
since
we
are
playing
with
these
imaginary
scenarios,
what
are
what
are
some
of
the
rules
we
can
draw
based
on
the
imaginary
sanctions
we
are
coming
up
with
here
and
also
he
talked
about
how
rules
can
also
come
from.
G
The
value
expectations
that
haven't
been
fulfilled
and-
and
this
made
me
think
of
the
code
of
conduct
that
is
now
based
on
the
values
that
we
have
for
the
tec,
but
I
think
these
values
could
be
like
they
need
a
second
look.
There
are
a
lot
of
new
people
now
in
comparison
on
when
we
made
them.
So
I
think
it's
a
good
time
to
look
at
the
values
and,
and
now
our
values
are,
the
tac
operates
from
a
pro-social
human-centered
perspective.
G
We
hold
ourselves
to
high
standards
of
safety,
resilience
and
integrity.
We
encourage
our
members
to
be
radically
open
source,
non-hierarchical,
creative,
transparent
in
their
intentions
and
accountable
for
their
actions.
We
are
value,
driven,
non-profit,
driven
and
will
strive
to
support
token
engineering
projects
that
appreciate
the
value
of
public
goods
and
ethical
inclusive
economic
systems.
G
So
this
is
all
in
in
the
forum
post,
and
it
would
be
very
helpful
if,
like
there's
something
that
you
think
you
all
that
we
should
add
to
the
values,
something
that
we
should
take
off,
something
that
we
should
change
the
wording
and
if
there
are
expectations
of
of
these
values
and
in
how
we
relate
with
each
other,
that
haven't
been
fulfilled.
G
A
A
Maybe
today,
but
yes,
I
I
totally
agree
that
maybe
the
code
of
conduct
could
be
reviewed,
but
what
the
feeling
that
I
had
is
that
the
brainstorm
that
was
done
for
the
first
work
was
very
complex
and
it
would
be
really
hard
to
go
that
complex
with
the
number
of
community
of
the
of
community
members.
We
have
right
now,
so
I
think
that
we
could
have
like
a
a
little
bit
more
liked
approach.
A
E
G
A
Yeah,
but
I
I
totally
agree,
I
think
this
is
something
that
should
be
done
and
it
should
be
done
like
in
in
a
short
scope.
A
But
maybe
I
think
that
it
can
be
done
after
after
the
hatch,
but
still
we
can
start
doing
some
of
the
review
work
from
for
from
from
now
and
to
plan.
How
are
we
going
to
do
that?
F
So
I
think
like
meanwhile,
we
working
on
that,
so
we
when
we
see
something,
is
needed
to
change.
We
just
oh,
when
we
need
to
change
something,
we
just
propose
it
and
if
the
community
agrees
then
go
ahead.
F
G
F
A
Well,
I
think
that
it's
been
a
very
good
call.
I
thank
you
all
for
coming
and
I
think
that
for
the
next
call,
then
we
we
will
be
discussing
about
the
proposal
and
I
totally
agree
also
with
what
septimus
says
that,
even
though
that
we
have
our
our
values
and
that
we
can
have
a
brainstorm
on
that
on
them,
that
this
could
be
also
something
that
can
be
done
at
any
moment
and
a
thing,
and
that
any
member
could
also
like
make
a
proposal
on
on
this
topic.
A
So
I
think
that
is
self
governance
is
like
it's
not
hard,
non-changeable
decisions,
but
like
yeah,
how
can
we
make
the
decision
process
and
the
participation
easy
for
all.
G
Maybe
it's
the
case
should
just
have
a
conversation
and
listen
to
everyone,
and
then
people
will
start
thinking
more
and
then
they
can
jump
to
the
next
step.
That
zaptimus
said
that
is
like.
Oh
after
this
conversation,
I
I
see
that
there
is
this
point
that
I
would
like
to
propose
a
change
or
at
that
point.