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From YouTube: TEC Psychology Research #7
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A
Glad
to
be
here,
I
apologize
for
being
away
for
so
long,
but
I
had
some
psychological
issues
to
deal
with,
and
so
I'm
very
happy
to
be
part
of
this
group
and
discussion
at
the
moment.
Intentions
are
to
contribute
to
the
discussion
and
try
to
kind
of
share
my
own
experience
so
that
we,
I
can
at
least
provide
some
practical
example
of
issues
that
might
come
up
for
others.
A
B
Good
morning
my
intentions,
I
want
to
join
first,
I
want
to
I'm
really
curious
about
what
is
your
work
in
research,
and
I
want
to
orient
always
that
and
to
see.
How
can
I
contribute-
and
my
intention
right
now
is
of
curiosity
and
my
distractions.
B
I
feel
really
distracted
because
I
haven't
had
breakfast
today,
so
I'm
like.
Oh
I'm
missing
something,
but
I
have
my
coffee
now
and
thank
you.
C
My
intention
is
to
sync
with
you
guys
to
advance
a
little
bit
on
these
psychological
research
efforts
that
we
are
doing
and
also
to
contextualize
some
and
share
some
some
information
that
we
have
received.
C
That
is
very
interesting
towards
our
our
purpose:
hey
brian,
this
call
we
are
talking
about
a
psychology,
research
that
we
are
doing
and
you
are
welcome
if
you
want,
you
can
also
open
your
mic
and
give
a
brief
introduction,
and
if
not
you,
it's
totally
fine
too.
C
C
But
it
also
proposes
certain
challenges
like
that
people
work
more
than
than
than
if
they
had
like
a
a
regular
job,
because
we
bring
work
to
our
home
and
we
work
without
without
schedules,
and
also
that
there
are
so
many
time
zones
that
and
so
many
things
to
do-
that,
it's
easy
to
overload
ourselves.
C
This
survey
to
understand
the
health
of
the
of
the
dao
and.
C
My
intention
was
to
to
discuss
this
with
bianca
and
with
anna,
that
are
the
people
that
are
leading
this
these
efforts,
so
that
we
can
apply
this
this
tool
to
our
community
and
identify
patterns
of
things
that
we
can
improve
and
also
try
to
repeat
it.
Also
to
see
how
are
the
the
the
the
changes
that
we
see
from
the
actions
that
we
can
take
from
the
data
that
we
gather.
So
I
don't
load
it
here,
the
the
document
it's
an
excel,
so
I
will
stop
streaming
and
start
streaming
again.
A
C
I
think
it
it's
it's,
it
reflects
the
ecosystem,
but
the
main
idea
and
the
main
questions
are-
are
targeted
to
the
individual.
So
here
we
can
have
like
this.
These
first
three
questions
are
individuals
and
it's
like
these.
Two
first
are
of
belonging
and
it's
like,
I
feel,
a
sense
of
belonging
at
this
dao.
C
C
Here
it
also
has
like
the
scale
of
responses.
Why
I
like
to
have
this
this
tool
that
it's
not
made
from
us,
because
one?
It
helps
us
to
save
resources
on
building
a
new
tool
and
two.
If
other
organizations
are
applied,
the
same
tool,
we
can
have
compared
results
and
we
can
compare
data
between
different
organizations.
C
C
Also,
this
document
is
on
the
github
that
I
shared,
so
everyone
can
have
access
to
it.
If
you,
if
you
would
like
to
study
it
more
in
depth,.
A
C
C
So
I
I
don't
have
any
preference
regarding
the
tool
that
we're
going
to
use
to
apply
the
survey
but
more
than
more.
I
am
concerned
of
of
the
content
of
the
survey-
and
I
I
downloaded
this
some
days
ago,
but
I
haven't
gone
through
all
of
the
questions.
C
Around,
if,
if
we
would
like
to
apply
this,
this
tooling
also
yeah,
I
I
see
that
there
are
a
lot
of
information
here
and
I
am
just
like
getting
familiar
to
to
the
document
but
yeah.
I
am
also
opening
the
agenda.
If
there's
other
topics
that
you
would
like
to
discuss.
A
I
mean
I,
I
suppose
I
I
could
just
offer
the
idea
of
like
just
sim,
I
guess
framing
the
different
types
of
challenges
that
we
might
have
faced,
but
without
being
familiar
with
this
document
it
or
this
tool.
It
might
address
those
already,
but
I
guess
just
to
volunteer
some
aspects
wouldn't
hurt
either
and
they
apply.
A
So
like
just
as
an
example,
one
of
the
main
difficulties
that
I
face
psychologically
would
be
imposter
syndrome
which
is
essentially
feeling
like.
A
You
don't
belong
to
a
group,
even
though
you
might
have
ostensible
reasonable
and
rational
reasons
why
you
would
typically
belong
psychologically.
You
still
feel
like
you
do
not,
and-
and
it's
typically
framed
within
the
the
idea
that
you
definitely
do
belong,
but
for
some
reason
you
don't
or
you've
accomplished
something
inside
a
field
that
you
know
means
that
you
obviously
do
belong.
But
for
me
in
particular,
I
really
haven't
accomplished
anything
that
I
feel
imposter
syndrome
around.
A
So
I
might
be
an
imposter
imposter
syndrome,
which
is
maybe
a
different
weird
thing
than
on
together,
but
yeah.
That's
one
one
example.
C
It
would
be
interesting
to
know
what
are
the
main
things
that
can
produce
sense
of
belonging.
C
Yeah,
I
think
that
a
mission
vision
values
are
like
a
guiding
principle,
but
at
the
same
time,
even
though
that
we
have
like
all
this
onboarding
journey-
and
we
make
these
so
frequent
calls,
how
can
we
increase
the
the
sense
of
belonging
of
people
that
enter
that
enter
to
our
community?
C
And
yes,
sorry,
no,
that
I,
I
also
shared
the
link
not
only
to
this
to
this
survey
but
a
mirror
that
explains
the
tool
and
it
goes
more
in
depth
of
on
how
the
survey
was
built.
So
yeah
you
can.
We
can
still
also
have
a
look
at
that
document
to
understand
better
this,
this
this
survey,
brilliant.
Thank
you.
A
That's
awesome,
that'll,
be
super
helpful,
too
yeah
in
respect
to
what
you
said
with
the
like
the
onboarding
journey
and
and
feeling
belonging
and
the
different
parameters
that
are
the
different
factors
that
contribute
to
a
sense
of
belonging.
One
thing
that
that
jumps
out-
even
you
know,
as
you
mentioned,
the
mission,
vision,
values
and
like
the
the
cultural
build
that
you
know
kind
of,
creates
the
the
rationale
for
for
the
community
and
how
it's
structured
it.
A
It
can
tend
to
create
it's
sort
of
a
either
a
barrier
to
entry
or
something
like
an
entry
cost
like
an
opportunity
cost
of
requiring
a
certain
amount
of
time
before
you
gain
familiarity
enough
to
feel
like
you
can
participate
actively
in
the
culture
and
that
that
amount
of
time
that
you
know
necessary
contribution
to
learning
the
culture
you
know,
can
we
very
wildly
from
individual
to
individual,
because
it's
not.
A
A
That's
kind
of
you
know
probably
ideal,
but
other
people
might
not
contribute
ever
because
they're
terrified
that
they,
you
know,
may
be
stepping
out
of
line
or
be
in
violation
of
the
culture
and
so
trying
to
kind
of
you
know
actively
tell
people
to
not
not
worry
about
about
putting
you
know
their
foot
in
their
mouth
or
you
know,
stepping
out
of
line
or
anything
along
those
lines
would
be.
You
know
really
ideal
trying
to
help
people
feel
like
they
belong
straight
away.
No
matter
what
hi
there
hey
there.
C
Bianca
had
the
intention
of
moving
the
psychology
call
on
to
mondays,
but
I
just
like
took
into
consideration
that
the
calendar
hasn't
been
changed
and
that
there
are
some
people
in
the
call,
and
I
think
that
we
can
that
we
can
have
this
session.
Talking
about
psychology
and
yeah.
C
We
were
talking
about
points
of
belonging
about
and
and
engine
was
saying
something
really
cool
about
how
the
boundaries
that
we
are
building
as
mission
vision,
values
can
serve
as
enabling
con
constraints
for
the
people
who
is
actively
involved
in
the
community,
but
at
the
same
time,
can
be
like
stopping
constrains
or
negative
constraints
towards
the
people
that
is
just
entering
and
have
to
have
like
a
deep
understanding
of
of
what
we're
doing
in
order
to
feel
that
they
belong
to
the
community.
D
Well,
mission
vision,
values
this
a
bit
100
years
ago.
You
know
like
so
like
you
know.
If
we
want
to
be,
I
think
the
same
as,
as
I
don't
know,
pfizer.
B
D
Know
what
I'm
saying
like
or
like
like
standard
oil
has
some
vision
and
values.
You
know
what
I'm
saying
like
so
like
I
don't
know,
you
know
this,
I'm
not
saying
that
you
know
you
shouldn't
have
those
things,
but
in
the
in
the
in
the
website,
work
I
think
unique
value.
Proposition
is
the
the
primary
thing.
D
I
don't
know
if
you
guys
have
seen
you
know
the
work
that
I'm
doing,
but
so
it's
also
true
that
that
I
have
some
interest
in
psychology,
and
so
I'm
not
sure
where
to
come
down
on
this,
but
I
was
actually
kind
of
hoping
that
we
might.
D
You
know
do
the
unique
value
proposition
which
we
have
to
do.
I
think
for
me,
the
way
that
I
kind
of
work
with
this
is
I've.
I
think
I've
sent
the
this
thing
that
I
call
a
focus
matrix
in
the
past
so
that
can
that
can
help
to
you
know,
sort
out.
What's
going
on
but
yeah
I
I
I
yeah,
I'm
not
sure
exactly
what
to
say.
Are
we
talking
about
psychology
now?
Are
we
talking
about?
You
know
vision,
mission
values.
A
Yeah
I
mean
along
those
lines
where
you're
saying,
with
the
the
focus
matrix
are
just
the
kind
of
the
antiquated
nature
of
something
like
a
mission
value.
Yeah
I
mean
there's,
you
know
we
talk
about
the
cultural
build,
but
there's
some
something
definitely
to
be
gained
from
kind
of
considering
a
counter-cultural
pill.
Yeah.
B
D
For
me,
the
idea
is
gravity
that
gravity
brings
us
together.
So
what
are
the
principles
that
would
keep
us
together
right?
So
that's
why
I
bought
a
lot
of
books
like
aloysius.
Has,
you
know,
recommended
this
beyond
inclusion
beyond
empowerment,
I've?
You
know
in
the
gravity,
in
the
gravity
thing
before
the
thing,
that's
the
graphic
that
I
made
about
gravity.
D
You
know
that
is
the
the
gravity,
dow
components
which
we're
basically
talking
about
you
know
making.
Now
I've
got
on
the
outside
of
that
this
radical
inclusion,
you
know
around
the
outside,
you
know
so
so
from
my
perspective,
you
know
I
I've
got.
We've
got
a
vision
mission
in
values.
I've
got
to
sit
right
here.
D
You
know
what
I
mean
I
feel
like
you.
Can
you
can
build
this
off
of
these
four
principles
right
and
then
just
kind
of
you
know
work
your
way
around
it.
It
could
be
that
we've
added
a
bunch
of
things
since
then
right,
but
I
don't
know
I
I
just
feel
like
you
know
some
of
the
things
that
we're
asked
to
do
like
this,
dow
to
dao
and
human
resources
and
onboarding
I've
got
a
company
that
actually
does
this
that
I
know
internal
messaging
management.
D
So
we
have,
you
know
some
power
over
the
discord.
You
know
in
token
engineering
comments,
so
I
do
feel,
like
you
know,
in
terms
of
vision,
mission
values.
We've
I've
got
to
summarize
pretty
well
here.
You
know
what
I
mean,
so
it's
just
a
matter
of
how
to
you
know
that
and
and
this
right
in
terms
of
how
to
how
to
interact
with
each
other,
and
so
I
don't
know.
D
D
D
D
Yeah,
I
I
I
do.
I
do
think
that
there's
a
few
things
that
we're
by
the
way
this
is
a
this
is,
I
think,.
D
If
you
look,
if
you
look
at
here,
basically
I
have
the
this
thing.
I
call
the
who,
what
matrix?
D
Basically
what
it
does
is
it
inventories
everything
that
you
want
to
do
down
the
side
and
kind
of
groups
it.
So
this
is
for
my
yoga
studio,
so
I've
got
different
things
that
people
think
yoga
is
right,
different
things
I
want
to
teach
and
then
then
I've
got
who
I'm
talking
to
across
the
top,
and
then
I'm
able
to
map
the
content
with
these
x's.
D
D
So,
if
I'm,
if
I'm
talking
about
that,
that's
what
I've
got
here
right
in
terms
of
you
know,
what's
the
unique
value
proposition,
what's
the
brand
positioning
statement,
there's
a
template
here
for
unique
value
proposition
and-
and
you
know
we
should
kind
of
what
I'm
saying
is
that
we
can
use
some
of
these
questions
about
you
know,
vision
and
mission
values
to
you
know
start
talking
about
what
to
put
in
the
website,
because
everything
about
designing
a
website
at
the
beginning
is
is
to
tell
our
story
right.
D
So
you
know
it's,
it's
not
a.
You
have
to
be
able
to
catch
people
in
the
first.
You
know
five
seconds
or
whatever
that's
true.
At
the
same
time,
there
are
other
mechanisms
that
are
cultural
stuff.
You
know
that
we
do
and
and
the
ways
that
we
go
about
doing
things.
You
know
you
want
to
grab
people
at
first
right
and
then
what
do
you
do
after
that?
You
know
I
mean
so.
D
I've
got
a
kind
of
template
where
I
can
you
know
you
know
work
with
this
process,
so
I
I
agree
that
I
agree
that
we
need
to
have
these
conversations.
I
would
like
to
leverage
the
energy
behind
talking
about
this
stuff
into
something
that
actually
we
can
use
for.
You
know
generating.
B
D
Website
so
I
can
make
good
decisions
on
on
behalf
of
the
the
group
right
in
terms
of
how
to
represent
what
we're
saying
and
I've
got
a
couple
of
templates
as
to
you
know
how
to
go
about
doing
that.
You
know
with
my
normal
methodology
that
I
work
with
all
my
clients,
basically
in
this,
in
this
similar
kind
of
way,.
D
Very
effective,
so
so
I
don't
mean
to
derail
the
freewheeling
conversation,
but
I
do
want
to
see
if
there's
any
way
we
can.
You
know,
focus
it
in
such
a
way
that
we
can
end
up
capturing.
D
You
know,
what's
here,
so
there's
a
there's,
a
focus
matrix
that
I'd
like
to
kind
of
work
with
in
terms
of
you
know
what
different
different
people
that
we
could
talk
to,
and
then
you
know
what
different
stuff
so
generally,
the
the
first
form
of
this
takes
place
in
terms
of
just
doing
a
brain
dump
about
all
the
different
things
that
we
wanted.
We
want
to
do
right,
so
almost
almost
entirely
we're
going
to
have
very
similar
kinds
of
things
right.
D
So,
if
we're
going
to,
if
we're
going
to
do
a
what
we
should
probably
include
all
the
basic
things,
so
we
are
probably
gonna
end
up
teaching
something.
So
we
may
have
classes
and
or
workshops,
and
you
know,
potentially
in
person
or
online,
we
should
create
guides
and
probably
have
a
blog
and
a
calendar
and
an
email
newsletter
and
all
of
these
things
right.
So
we
don't
have
facility
rental,
because
that's
just
for
my
building
all
right.
D
What
else
do
we
have
in
here
before
so
nbc
practice
group
right,
so
things
like
this.
C
Yeah,
I
also
want
to
pass
the
mic
to
irene
because
she's
a
new
voice
in
our
group,
and
this
call
is
being
a
little
bit
informal
yeah.
Sorry,
I
went
I.
C
No,
don't
worry,
and
I
think
this
what
you're
saying
is
is
super
valuable
and
that
we
can
spend
some
time
hacking
on
this,
but
yeah.
D
C
Yeah,
I
I
wanted
to
know
on
irene
what
what
is
her
point
of
view
about
the
psychology
that
we
are
reproducing
in
the
web
3
space,
and
what
are
you
some
of
your
concerns
regarding
the
psychology
in
these
spaces.
B
Okay,
I
think
that
what
I
I
am
not
that
experienced
in
web
3,
because
I
I
step
aside
for
a
while,
so
I
I
the
last
few
months
I
came
back,
I
was
like
really
into
the
edge
of
what
was
happening
a
few
years
back
and
then
right
now,
I
came
back
as
I
I
spent
all
my
time
as
trauma
trader
therapist,
and
I'm
coming
back
with
the
the
things
that
I
have
gathered
in
the
way,
and-
and
I
noticed
that
there
is-
there
is
a
huge
difference.
B
It's
like
different
universes
that
people
are
into
so
there
is.
This
mean
full
of
trolls
space
and
there's
this
other
space
that
that
is
full
of
people
trying
to
create
a
new
thing,
a
new
structure,
a
new
way
of
working,
a
new
way
of
relating,
and
that
so
I
have
been
only
in
contact
with
this
part
of
of
the
neighborhoods
like,
like
people
are
really
nice.
Everyone
is
really
trying
to
to
do
a
different
world,
so
I'm
going
to
focus
only
on
on
this
side
of
the
web
3.
B
and
what
I
notice
is
a
really
deep.
B
Interest
and
need
to
know
how
online
and
digital
interaction
and
connections
can
be
deep
and
true
for
what
our
human
needs
are,
and
there
are
some
acceptance
that
they
are
not
that
tech
savvy.
So
they
say
like
there.
There
cannot
be
that
kind
of
interaction
and-
and
I
have
I
have
seen
what
the
the
creation
of
the
field,
the
design
of
the
field
can
do
to
human
lives
on
digital
space.
B
So
I'm
really
interested
in
that,
because
there's
a
deep
link
in
how
we
manage
organizations
how
we
manage
economy
and
how
we
we
manage
this
online
groups
with
the
inner
development
of
the
self
and
the
inner
value
like.
If
you
have
this.
B
So
there
are
some
core
elements
that
we
should
take
knowledge
of,
and
I
think
you're
doing
a
great
job
this
space-
I
I
really
have
been
enjoying
it.
It's
really
humane.
It's
really
inclusive.
B
I
know
there's
always
a
space
to
to
better
things,
but
I
think
this
this
dao
is
on
the
right
path.
I
really
like
it
so
the
things
that
I
see
the
onboarding
is
going
really
good
and
and
it's
something
really
needed
in
terms
for
people
to
to
know
how
to
contribute
and
belong.
B
But
there
is
maybe
a
few
steps
that
we
could
add
to
it.
That's
what
I
see
I
see
that
what
what
he
said
about
the
about,
including
guides
and
education,
that's
really
amazing,
because
we
all
need
this
part
of
culture
creation
that
field
design
that
that
influences
in
in
bringing
up
our
best
selves.
The
best
that
we
can
do-
and
it
also
helps
in
to
bring
up
our
best
way
that
we
can
contribute.
B
So
I
have
been
flirting
around
these
organizations.
D
D
I
was
basically
saying
that
this
step
two
here
is
that
educational,
psychological
break
from
the
old
abusive
system
into
decentralized
autonomous
organizations
and
for
me,
the
psychology
and
the
trauma
informed
and
all
these
things
all
comes
directly
into
step
two,
so
that
we
can
make
a
transition.
You
know
between
the
old
way
of
doing
things
in
this
new
way
of
doing
things.
So
for
me,
I
contextualize
the
work
that
you
guys
are
doing
and
the
psychological
work
that
I'm
trying
to
work
in
the
psychosocial
into
the
second
section.
D
So
I've
got
to
go,
but
I
just
wanted
to
pop
in
and
say
that
and
hope
you
know
we
can
have
further
discussions
about
this
unique
value
proposition
and
where
this
all
fits
and
and
all
this
stuff,
so
that
I
can
make
the
the
website.
That's
awesome,
for
you
guys.
So
thank
you.
C
Thanks
durga
s
and
also
sync
with
aloe
issues
that
I
think
they're
working
also
on
something
like
this,
so
they
can
give
you
good
feedback
for
the
page.
D
A
little
bit
and
let
them
know
about
that
already:
we
need
to
take
what
they've
already
done
and
kind
of
merge
it
into
this
spreadsheet
so
that
we
can
get
everything
that
we
need
and
then,
even
if
it
isn't
me
making
the
website
which
it
will
be.
But
what
I'm
saying
is
then
you'll
have
an
orienting
document
that
says:
okay,
these
are
the
people
supposed
to
see
this.
These
are
the
people
supposed
to
see
that
and
then,
when
you're
doing
a
hubspot
thing
or
you're
doing
a
website
thing,
it's
all
congruent.
D
B
B
Yeah,
but
I
just
want
to
add
that
what
I
I
really
think
that
we
could
add
that
sense
of
a
lot
of
value.
There
are
some
practices
that
that
bring
the
best
place
for
people
and
that
bring
the
the
best
of
of
what
you
have
to
give
and
to
contribute
in
in
a
really
natural
flowing
way.
So
that
could
be
something
good
for
the
process.
B
For
instance,
I
have
the
patience
to
be
for
a
few
months.
I
have
reading
things
and
I
went
to
a
community
call
and
I
went
to
so.
I
go
slow
in
my
own
pace,
but
I'm
I'm
still
orienting
seeing.
How
can
I
contribute
I'm
not
like?
I
don't
go
in
like
yeah.
This
isn't!
No,
I'm
it's
not
my
style,
so
I
I
tried
to
figure
out
how
things
are,
but
everyone
is
different
right,
so
yeah
a
few
steps
more
in
the
beginning,
so
people
can
contribute
more
easily
yeah.
Thank
you.
C
No,
I
I
totally
agree
with
with
what
you're
saying
and
yeah
one
one
like
really
practical
thing
that
we
want
to
do
and
it's
what
with
what
I
started.
This
call
is
to
apply
a
survey
in
our
community
to
be
able
to
identify
patterns
and
yeah.
C
The
first
question
of
gene
was:
if
it's
going
to
be
organizational
or
individual,
but
in
this
post
they
are
explaining
that
they
like
took
a
lot
of
time
to
do,
build
this
tool
to
map
what
are
some
of
the
important
things
that
a
healthy
organization
could
have
and
for
me
it
wouldn't
be
surprising
if
we
have
really
like
alarming
data,
because
what
I
feel
and
what
I
have
seen
in
the
space
is
that
there's
a
lot
of
unseen
or
untalked
anxiety
and
a
lot
of
unseen
or
untucked
stress
and-
and
I
think
that
by
applying
this
result,
one
thing
that
we
can
do
is
make
visibility
out
of
these
things
and
yeah.
C
I
invite
you
also
to
to
to
take
a
a
a
deeper
read
into
this
into
this
document
and
into
this
survey,
because
I
think
it's
also
something
that
we
can
take
that
other
people
is
doing
and
we
don't
have
to
like
make
it
ourselves.
C
Sometimes
I
see
in
these
web
3
communities
that
there
are
a
lot
of
like
diverse
groups
that
are
overlapping
and
that
are
working
on
the
same
things,
but
it's
always
cool
when
we
can
take
from
what
the
others
are
doing
and
and
and
iterate
with
that
without
having
to
like
each
one
start
from
from
scratch.
A
That's
an
excellent
point:
that's
really
the
biggest,
in
my
opinion,
benefit
of
of
this
type
of
organizational
structure
is,
you
know,
utilizing
the
open
source
nature
of
software
to
apply
things.
I
mean
you're
right
that,
like
similar
in
to
like
the
reward
system,
many
people
want
to
create
their
own
structure
because
they
think
they're
coming
out
in
a
different
direction.
That's
good!
It's
good
to
have
many
different
perspectives.
A
Like
you
said,
just
from
the
general
applicability
of
being
able
to
you
know,
compare
apples
to
apples
from
other
people's
data
and
understanding
something
that
I
wanted
to
mention
from
what
irina
was
saying
about
the
different
types
of
approach
in
web
3
in
terms
of
people
on
one
side,
kind
of
being
mean
and
trolly,
and
then
something
on
the
other
side
like
what
we're
trying
to
foster
here,
where
there's
a
certain
amount
of
explicit
kindness
and
inclusivity
and
welcoming,
but
there's
I
I
I
kind
of
want
to
emphasize
that
there
is
a
sort
of
a
gray
area
in
between
there,
where
that's
kind
of
something
important.
A
If
for
gravity
that
that
we
make
space
for
the
taboo
in
a
way
such
that
nothing
is
taboo.
And
so
it's
not
it's.
It's
not
particularly
nothing
like,
in
my
opinion,
the
the
outright
trolling-
and
you
know
me,
you
know
mean
or
denigrating
or
you
know,
there's
no
place
for
for
that.
A
But
in
terms
of
say,
I
don't
know
like
like
kind
of
what
I
was
talking
about
earlier
with
the
counter
cultural.
A
Where
there
is,
you
know,
no
that
we
shouldn't
be
afraid
of
allowing
people
to
be
kind
of
diametrically
opposed
to
the
culture
that
we're
building,
because
if,
if
there's
not
a
space
for
that
type
of
discussion
in
gravity,
then
where
is
that
space?
Why?
How
will
we,
if
we're
truly
trying
to
be
honest
about
building
a
great
culture,
then
where
are
we
going
to
find
the
holes
in
that
culture?
If
we
don't
really
make
space
for
people
to
tell
us
what's
wrong
with
it
and
and
adjust
it
on
the
fly.
C
Yeah
that
what
you're
saying
just
blew
my
mind
and
made
me
think
a
lot
because
like
if,
if
we
are
thinking
that
we
are
all
the
same,
we
are
making
a
first
division
when
we
draw
that
line
of
of
who
is
like
a
region
and
who
is
a
djinn
exactly
by
making
that
idea.
C
We
are
not
being
able
to
to
to
unite
the
people,
but
we,
but
we
are
saying
okay,
this
is
a
gap,
and
this
is
what
I
do,
and
this
is
what
you
do
so,
so
how
can
we
make
it
more
in
integrative?
C
Also
because
the
people
who
is
djing,
I
I
refuse
to
think
that
they
are
bad
per
se.
I
think
that
they
are
people
that,
because
of
the
gains
of
of
of
of
their
actions,
continue
reproducing
an
idea
that
somehow
serves
their
needs
without
having
a
further
or
a
deeper
look
as
of
as
a
community
but
yeah.
C
I
I
agree
that
denying
that
or
or
excluding
that
people
is
not
the
way
to
actually
do
something
about
it
or
work
with
them,
so
it
we
will
continue
only
by
segregating
or
by
excluding
creating
this,
this
shadow
that
and
this
division
that
that
doesn't
allow
us
to
to
to
work
together.
B
What
I'm
thinking
is
that
when
I
think
about
those
things,
I
don't
think
about
the
people,
I
think
about
the
space
it's
like
when,
when
you're
in
in
the
neighborhood,
that's
it
it's
really
pretty.
B
A
Exactly
it's
not
about
the
people,
it's
about
the
ideas
that
they're
that
they're
adhering
to
or
that
they're
that
we
that
the
shape
this,
like
you
say,
the
the
space
the
shape
of
the
space,
allows
for
and
and
and
drives
people
towards
them.
You
know
in
a
way,
you
know
political
correctness
is,
you
know,
holding
you
know
us
back
in
a
way,
but
it's
I
like
the
way
that
I
really
framed
it
better.
It's
the
shape
of
the
space.
A
It's
you
know
like
water,
you
know
the
the
cup
or
the
bars
or
the
container
is
you
know
the
water
is
going
to
be
shaped,
based
on
the
structure
of
what's
being
able
to
be
filled
and
so
yeah.
She
makes
a
good
point:
it's
not
the
people,
it's
the
ideas
and
it's
the
space.
C
I
have
learned
so
much
in
this
call
because
yeah
for
me,
it
has
always
been
like
clear
this
difference
of
of
people
that
irene
mentioned
in
the
space
that
there's
people.
That
is
only
like
interested
in
making
money
and
also
people
who
is
interested
in
making
change,
but
at
the
same
time,
all
of
those
end
up
reflecting
an
agenda
and
when
we
position
in
in
one
side,
we
also
somehow
create
a
shadow
on
the
other
side.
C
So
by
by
us
calling
us
ourselves
regions,
we
are
immediately
creating
degens
and
and
that
division
isn't
allowing
us
to
to
see
ourselves
as
as
one
and
also
to
integrate
different
agendas
and
different
interests.
A
C
A
The
culture
of
it,
the
the
tongue-in-cheek
nature
of
the
trolling
or
of
the
of
the
you
know,
I'm
on
the
in
crowd.
So
I
know
what
it's
really
like
versus
the
other
side
of
that
is.
It
doesn't
help
disambiguating
anything.
If
anything,
it
contributes
to
the
ambiguity
of
what
the
actual
positions
are
and
what
the
actual
shape
of
the
the
spaces
to
where
nobody
really
knows
what
anybody
else
is
talking
about.
A
They
just
kind
of
want
to
act
like
they
know
what
anybody
else
is
talking
about,
because
the
more
that
you
feel
like
you're,
you
know
you
that
you
act
like
you're
part
of
the
group.
You
kind
of
hide
it,
and
this
also
goes
towards
you
know
in
a
way
that
something
that
I've
been
meaning
to
talk
about,
which
is
the
pseudonymity
that
you
know
the
anonymous
nature
of
of
crypto
transactions
doesn't
help
anything
in
my
mind.
It
only
creates
a
space
for
disingenuous.
A
C
Change
we
can
have
like
a
lot
of
code
switches
and
I
can
present
myself
as
a
troll
in
a
troll
community
and
also
present
myself
as
a
region
in
a
region
community,
but
also,
I
think
that
troll
people
tend
to
be
people
with
a
lot
of
trauma.
C
So
I
also
think
that
by
including
them
in
our
culture,
we
can
help
them
to
overcome
that
trauma
and,
as
you
said,
gene
like
use
their
their
creativity
for
other
things
and
and
change.
C
Because
if
we,
if
we
continue
dividing
between
regions,
controls,
we
we
will
never
embrace
and
and
be
able
to
to
to
include
or
to
change
the
the
mind
or
to
that
other
people
and
and
like
in
in
logics
that
that
is
called
cinequanon
and
it's
a
relationship
that
that
is
created
because
of
the
other
like
being
a
parent.
C
You
cannot
be
a
parent
if
you
don't
have
a
son,
so
you
cannot
call
yourself
a
region
if
you
are
not
identifying
controls
and
and
yeah,
maybe
that
that
this
course
also
continues
reflecting
some
old
political
agenda
that
we
can
identify
like
as
left
or
right
and
and
and
continuing
perpetrating
an
abusive
system
and
not
an
an
inclusive
or
an
integrative
system.
A
Excellent
point
that
the
old
paradigms
are,
you
know
we
need
to
work
from
the
middle
out.
We
need
to
push
the
the
middle
to
where
that
division
between
left
and
right
starts
disappear
and
we
push
back
against
that
divisive
nature
until
the
extremes
don't
exist
anymore
and
that
everybody's
just
in
in
the
center-
and
I
don't
think
that
people
you
know
that
want
to
be
divisive
by
nature.
I
think
that
it's
a
response
like
trying
to
be
you
know
clever
in
a
critique,
and
so
that's
what
you
know
a
troll
is
is
trying
to
be.
C
Included
there
is
also
people
that
can
call
themselves
region,
but
act
as
a
degen
sure.
So
it's
also
some
nominalities
that
really
they
don't
mean
anything,
and
we
can
see
that
there
are
a
lot
of
people
that
that
call
themselves
that
participate
in
the
region
movement
but
also
are
making
projects
where
they
are
making
themselves
rich
without
first
putting
the
mission
of
the
project.
So
it's
it's.
It's
a
very
interesting
discussion.
We
we
had
today,
I
really
loved
to
have
initiated
this
call
with
you
guys.
A
B
C
No
thank
you
guys
for
coming
to
this
call
for
your
time
for
your
presence
for
your
attention
for
your
comments
and
also
keep
in
the
loop,
because
we
will
be
practicing
this
survey
as
one
of
the
practical
things
to
to
to
identify
patterns
of
our
ecosystem,
health.
C
Of
course
yeah,
I
think
that
this
call
will
be
moved
to
mondays,
so
we'll
continue
working
on
mondays
with
bianca.