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From YouTube: W47 Softgov WG: Survey Insights
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TheSoftgov Working Group researches and applies best practices for governance, social collaboration and contribution rewards while implementing Ostrom’s 8 principles for governing the commons in its foundation.
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A
Round
for
everyone
to
speak
on
this
question,
that
is
the
topic
of
the
call
so
I'll.
Let
this
be
the
the
intro
also,
so
we
have
more
time
for
it
yeah.
So
in
the
last
retrospective
we
had,
that
is
where,
in
the
stewards
call
we
get
together
and
anyone
is
is
welcome
to
join,
but
it's
part
of
our
sprint
retrospective.
A
A
Yeah,
if
you
could
share
a
little
bit
the
process
of
the
off
the
retrospective
and
how
we
got
to
this
topic
that
will
open
up
in
the
top
and
the
culture.
B
A
So,
generally,
at
the
end
of
the
sprint,
it's
in
the
agenda.
B
Oh
fantastic,
so
generally,
at
the
end
of
a
sprint,
we
take
some
time
to
inspect
what
we've
done.
What's
going
well,
what's
could
be
done
better
and
hold
on
I'm
just
going
to
share
this
and
then
for
the
things
I
mean.
The
purpose
is
to
celebrate.
This
is
the
old
format.
The
purpose
is
to
celebrate
the
things
that
went
well.
B
You
know
we
usually
take
some
time
to
just
revisit
the
last
two
weeks,
which
is
the
cadence
of
the
sprint
and
celebrate
the
things
that
went
well
together
as
a
team
things
that
went
well
on
an
individual
layer,
a
working
group,
layer,
community
layer
and
concentric
circles
out
and
the
things
that
didn't
go
so
well.
That
could
have
been
done
better,
that
we
might
have
the
opportunity
to
learn
from
and
then
actions
to
improve.
B
B
There
was
a
a
conversation
that
was
had
earlier
around
some
of
the
cultural
practices
that
we
have
should
we
start
inspecting
those
cultural
practices
and
question
why
we
have
them
or
open
up
a
space
to
allow
anyone
who
would
like
to
bring
some
constructive
criticism
across
some
of
these
cultural
practices.
We
could
have
an
opportunity
to
be
able
to
do
that
and
and
make
sure
there's
space
where
everyone
can
hear
it.
B
So
that's
sort
of
the
back
the
back
story,
and
it
was
one
of
the
two
action
items
to
bring
into
the
sprint,
and
so
it's
one
of
the
things
that
we're
talking
about
in
softcup
today.
I
hope
that
was
sufficient.
A
Yeah,
thank
you,
that's
great.
So
luckily
we
had
this
survey
that
happened
recently,
so
we
have
some
insights.
There
was
27
people
that
took
this
survey,
so
it's
it's
somehow
a
good
number
for,
like
having
a
variety
perspective
of
things
that
are
working
well,
are
not
working
well.
Most
of
the
questions
I
think
most
of
you
in
this
call
took
the
survey,
but
the
questions
for
ride
between
like
what
are
the
cultural
practices
of
the
tc.
What
are
the
ones
that
you
like?
What
do
you
do
in
tc?
A
What
drove
you
to
be
here?
What
are
the
things
that
you
dislike
and
what
are
the
rituals
that
you
participate
in?
Are
there
rituals
that
something
that
you
consider
being
a
ritual
that
you
dislike
so
in
this
call,
since
we're
pulling
this
action
from
the
retrospective,
I
decided
to
focus
on
the
things
that
were
like
negative
aspects
in
the
survey
that
I
think
we
can
work,
look
into
it
and
work
on.
So
I
put
them
here
I'll
go
through
that,
so
this
call
will
go
more
or
less
like
this.
A
I
will
I'll
just
mention
them
briefly
and
then
we'll
pass
around
and
have
this
question
being
answered
by
everyone
and
then
we'll
jump
into
the
mural
board
that
I
made
a
space
down
here.
A
The
mirror
board,
where
we
have
most
of
our
cultural
practices,
mapped
and
then
here
beside
what
are
some
ideas
to
address
the
cultural
concerns
that
we're
going
to
speak
about.
So
those
are
some
of
the
cultural
practices
and
they
are
like
positively
biased
and
and
then
I'll
mention
the
ones
that
are
negatively
biased,
and
then
we
can
address
this
ones
based
on
the
sharing
circle
that
we'll
have
and
put
some
ideas
down
here
and
then,
hopefully
we
can
pull
some
action
items
based
on
this
board
here.
A
So,
okay,
so
I'll
go
back
here
to
share
a
little
bit
and
most
of
the
ones
that
are
here
are
things
that
were
mentioned
more
than
once.
So
I
try
to.
There
are
some
things,
one
or
another
that
were
very
case
specific,
and
I
try
to
avoid
being
too
specific
right
now,
just
for
us
to
have
like
an
overview.
A
So
some
of
the
insights
of
the
things
that
are
not
going
so
well
and
there
was
two
questions
that
were
asking
for
negative
feedback
in
the
in
the
survey,
so
I
pulled
from
them
both.
A
A
So
this
bureaucracy
in
specific
was
mentioned
many
times,
and
then
some
people
feel
bothered
by
the
hierarchical
structure
of
the
tac
and
then
also
onboarding
was
a
very
mentioned
topic.
A
People
wanting
to
contribute
more,
but
not
knowing
how
or
feeling
like
it's
hard
to
understand
what
is
the
tc
unless
you
read
a
lot
of
blog
posts
and
watch
many
videos
also
in
the
organization
part
like
it
feels
like
links,
are
not
organized
somewhere,
so
you
always
have
to
be
hunting
around
to
find
what
you
need
it's
hard
to
contribute
without
coming
to
calls.
A
Sometimes
people
take
too
long
to
speak
and
are
mindful
of
time.
The
meetings
feel
very
much
the
same,
and
this
was
put
in
the
ritual
area.
So
one
negative
aspect
of
the
ritual
is
that
it
became
like
not
creative
in
this
sense
and
then
having
to
explain
to
spend
too
much
time
in
front
of
the
screen
to
collaborate.
A
This
was
a
general
feeling
expressed
in
many
different
forms
of
like
having
to
be
present
for
a
long
time.
In
order
to
get
things
done,
sprint
planning
feels
overwhelming.
Sometimes
the
praise
intervention
was
also
mentioned
quite
often
as
something
disappointing
and
concerning
about
the
community
hard
to
communicate
hard
to
contribute
async.
A
Something
else
that
was
like
very
present
here
was
time
zones,
so
some
people
find
the
time
of
the
calls
to
be
very
late
for
them,
and
some
people
can't
even
participate
because
they
are
in
asia
or
australia,
time
zones
and
a
lack
of
transparency
with
conflict
management
of
like
not
knowing
our
development
of
some
things
that
happened
or
some
conflicts
that
people
saw
being
like
present
in
the
community
and
not
really
knowing
how
that
evolved.
A
So
a
lot
of
a
lot
of
things,
a
lot
of
food
for
thought.
Thank
you
lauren
and
tim
for
adding
names
here.
So
with
that
in
mind,
maybe,
like
some
things
are
already
are
already
sparkling
there
I'll
pass
this
question
around
and
we
can
have
like
a
sharing
time.
Maybe
two
minutes
each.
Let
me
see
how
much
are
we.
A
Yeah,
maybe
like
one
minute
and
a
half
weeks
each
and
then
we
can
go
to
the
mirror
board.
So
is
there
anything
in
the
culture
we
should
abandon
because
it
feels
like
anything,
is
holding
his
back?
If
so,
how
to
make
this
transition
or
how
some
of
these
things
that
came
up
can
be
transformed
and
into
something
that
is
positively
affecting
everyone,
and
I
will
pass
to
chewie
chiquita.
C
Lady,
I
would
like
to
listen
to
someone
else.
First
yeah.
I
I
just
don't
feel
that
I
can
like
to
contribute
with
something
valuable
at
this
point,
but
yeah
see
like
I.
I
want
to
see
where
the
conversation
starts,
I'll,
pass
it
to
cuanca.
D
Yeah,
I
was
also
cracking
my
mind,
but
I
I
think
that
it's
not
so
much
like
cultural
things
that
we
collectively
promote
but
individual
things
that,
like
we
bring
into
the
table,
like
prejudice,
prejudices
like
and
and
like
always
sometimes
thinking
that
we
are
right
with
the
proposal
that
we
make
and
yeah.
I
I
think
that
it
it's
very
important
to
to
embrace
feedback,
and
we
say
that
we
foster
feedback
but
sometimes
like
when
feedback
appears.
We
don't
want.
We
don't
want
it.
D
So
so
it's
like
being
more
open-minded
yeah
to
to
when,
when
things
come
out,
because
when
when
we
present
something,
we
always
want
everyone
to
say:
hey,
congratulations!
You
did
it
great,
but
what
what
is
really
important
is
is
to
be
able
to
to
hear
the
people
who
say:
okay,
you
did
great,
but
this
was
your
mistakes,
and
maybe
you
can
improve
that
or
this
or
that
other
way
and
and
yeah.
D
I
feel
that
that
we
promote
feedback,
but
sometimes
we
when,
when
it
takes
to
to
to
change
things,
that's
when
we
we
are
a
little
bit
like
defensive.
E
Thanks
wonka
yeah,
so
I
guess
my
answer
to
this
question
in
terms
of
the
culture
that
we
should
abandon,
not
so
much
abandoned,
but
just
kind
of
restructure.
I
do
think
there's
we.
We
do
a
good
job
of
flattening
out
our
organization,
and
I
think
we
do.
You
know
really
good
job,
collaborating
and
not
having
these
types
of
structural
hierarchies,
but
I
do
think
there's
a
lot
of
social
hierarchy
in
one
area
that
I
think
would
be
really
beneficial
to
modify.
E
Is
the
role
of
steward,
not
in
terms
of
like
you
know
what
your
your
position
is
or
what
your
job
is
as
stewarding
a
working
group,
but
kind
of
taking
a
step
back
and
and
and
relieving
some
of
that
natural
authority
that
you
have
within
a
working
group
where
you're
guiding
everything
all
the
time.
I
think
a
good
practice
to
mitigate
this
problem
would
be
to
allow
others
to
run
a
working
group
meeting
session
to
have
kind
of
like
a
rotating
basis.
E
Maybe
somebody
you
know,
because
stupid
stewards
are
definitely
the
people
who
want
to
be
guiding
be
the
guiding
hand,
but
you
also
don't
want
to
be
the
face
of
it
all
the
time,
because
you
end
up
creating
natural
biases
for
your
own
ideas,
and
so
I
think
that
you
know
allowing
others
to
say:
hey,
let's
you're,
going
to
run
the
working
group
meeting
this
week
and
you're
in
charge
of
the
agenda,
I'm
going
to
be
there
to
help
guide
it
if
it
goes
off
tracks.
E
But
you
know
I
want
to
give
others
a
voice
in
terms
of
you
know
their
contributions
and
make
them
feel
kind
of.
You
know
that
leadership
role
and
I
think
that
will
flatten
out
of
a
lot
of
the
the
social
hierarchies
that
we
create
for
each
other.
You
know
that's
something
that
I
would
like
to
see
changed
a
little
bit
other
aspects
of
it.
I
think
that
are
regarding
you
know,
decision
making.
E
I
think
that
there
are
a
lot
of
small
decisions
that
we
want
to
make,
but
we
want
we
want
to
have
feedback
on
and
I
just
don't
think,
there's
a
vehicle
for
for
giving
that
feedback
and
so
the
advice
process.
While
it's
good
for
some
decisions,
it's
not
great
for
all
decisions.
I
don't
think
you
know
you
know.
If
I'm
making
a
small
decision
within
a
working
group,
I
should
have
to
post
it
to
the
forum
every
time
like
I.
E
I
think
there
should
be
some
type
of
medium
where
I
can
engage
and
something
will
you
know,
get
some
type
of
feedback
from
the
community.
But
those
are
the
only
two
practices
that
I
think
that
need
revision.
In
my
opinion
that
I
think
create
a
little
bit
of
barriers
for
everybody
and
I
will
pass
it
to
writer.
F
I
will
say
that,
being
mainly
from
another
community
coming
here,
every
time
it
feels
novel,
but
I
and
seeing
the
feedback
from
the
community
about
how
things
can
meetings
can
feel
the
same.
I
think
that
that
also
dovetails
nicely
into
nate's
feedback
about
switching
up
facilitators
and
I
know
from
past
communities.
F
For
folks,
I
guess
I
think,
there's
a
balance
there
and
I
love
what
I'm
hearing
too,
is
that
there's
yeah
a
need
for
somewhere
to
to
receive
critical,
to
receive
criticism
and
and
then
to
have
next
steps.
So
maybe
that
needs
to
be
built
out
more
to
normalize.
It
kind
of
like
how
gravity
is
normalizing
conflict.
F
And
I
could
talk
about
this
forever.
Do
we
have
a
time
keeper?
I
know
that
that
was
one
of
the
feedback
things.
F
Who's
ready
would
you
like
to
be
mind
keeper?
Oh
my
gosh,
I'm
ready.
I
will
be
time
keeper
allah
wishes
is
ready,
so
I'll
pass
to
aloysius
I'll
just
wait.
I'm
gonna
wave
the
phone
when
it's
time,
so
it's
not
weird
and
loud.
Okay,.
G
I
love
what
nate
was
saying
about
about
the
facilitating
too
and
with
the
stewards
yeah
just
like
mentorship.
G
It's
like
an
opportunity
to
do
that,
but
the
thing
that
I
have
that
I've
been
holding
on
to
that
I've
been
seeing
all
over
the
place
and
I'm
like
how
do
we
talk
about
this
in
the
whole
entire
world
is
shame
practices.
The
counter
to
praise
is
shaming.
G
I
stumbled
across
this
researching
the
culture
here
and
I
found
out
that
praise
is
like
the
good
side
and
then
there's
like
shaming
rituals
that
came
out
of
burning
man
and
I've
seen
that
follow
into
the
culture
and
I've
also
seen
shaming
in
the
forums
you
know
when
we
had
when
we
had
that
question
that
came
up
about
you
know
whether
or
not
people
could
change
their
addresses.
G
I
got
a
sense
of
that.
Like
hurt
people
hurting
people
like
I
had
to
learn
the
hard
way,
so
you
have
to
too,
or
this
sort
of
like
discipline,
kind
of
thing
that
was
coming
out
energetically,
which
to
me
that's
that's,
wound.
That's
like
shadow
that's
trauma,
that's
like
not
actually
helpful
in
a
growing
or
learning
environment,
and
my
curiosity
is
if
it's
an
experimental
place
in
an
environment
like
at
what
point?
Are
we
ready
to
evolve
and
have
people
go
around
and
be
like?
Hey,
I'm
curious
about
this
thing
that
was
said
here.
G
You
know
that
energy
is
gonna,
follow
people
and
kind
of
be
what
cuts
folks
out
of
things
and
excludes
individuals
like
how
do
we
counter
that?
How
do
we
counter
the
shame
practices
that
are
so
embedded
in
our
conditioning?
You
know
a
lot
of
people
didn't
learn
how
to
like
learn
in
a
healthy
way
or
teach
in
a
healthy
way,
and
it
shows
I
don't
know
that
was
a
lot.
H
I
have
not
gone
yeah,
I
don't
know,
I
feel
like
it's.
It's
interesting
like
talking
about
like
shame
and
then
also
thinking
about
praise.
I
know
that
a
lot
of
people
really
like
praise
and
then
it
makes
people
feel
good
a
lot
of
the
time,
but
I
feel,
like
praise,
also
creates
a
lot
of
contentious
issues
and
sometimes,
like
I
mean
I
know,
we're
already
discussing
this
and
there's
like
discussions
on
like
how
to
integrate
phrase
with
source
cred
and
how
to
like
better
quantify
it,
but
yeah.
H
This
just
seems
to
create,
like
such
a
crazy
headache
like
it's
so
nice
to
just
be
verbally,
appreciated
for
like
accomplishments,
but
then
the
second
it
gets
tied
to
like
monetary
value.
It
becomes
like
so
sticky
and
weird
and
hard
to
navigate,
and
then
I
don't
know
like
I
I
yeah.
I
noticed
it
in
and
also
giveth,
because
we
use
praise
as
well
and
it's
like.
H
But
then
it's
like
yeah
tied
into
like
how
you're
progressing
forward
and
like
and
then
like
your
influence
in
the
community,
is
based
on
like
how
well
people
recognize
the
things
that
you
do
with
praise.
I
think
and
then,
like
the
whole
praise
the
praise
debate
thing
just
is
like
so
crazy
and
I
feel
like
praise
is
weird
and
sticky
and
in
some
ways
good,
but
I'm
glad
that
we're
already
looking
at
it,
and
I
think
that
this
is
like
one
of
the
things
part
of
our
culture.
H
I
Thanks
lauren
yeah,
I
one
thing
that
really
bothers
me.
A
bit
is
like
the
store
thing
when
you
know
when
people
become
stewards,
because
the
stores
nominate
them,
and
I
feel
it's
it's
real.
You
know
like
what,
if
I
don't
know,
lauren
wants
to
become
a
store
and
you
know
she
needs.
You
know
it's.
It's
very
centralized
the
process
to
become
a
store,
and
I
had
something
else,
but
I
do
not
remember
now,
oh
yeah,
in
regards
of
the
time
I'll,
just
pass
it
because
I
do
not
remember
I'll
pass
it
to
nick.
J
Hey
so
I
like
nate's
idea
of
like
rotating
the
hosts
for
the
meeting,
my
questions
are
kind
of
just
like.
Is
there
any
way
to
make
the
meetings
more
decentralized
and
that
kind
of
aligns
with
that?
J
It
just
feels
like
the
steward
needs
to
be
there
all
the
time,
and
I'm
just
wondering
if
there's
any
way
for
the
working
group
to
function,
for
example,
if
like
the
steward,
isn't
there
or
also,
if
there's
alternatives
to
you,
know
doing
video
calls
for
meetings
because,
like
some
people
might
need
more
time
to
come
up
with
or
to
share
their
ideas
or
communicate
their
ideas
effectively,
and
they
might
work
better
sharing
it
by
typing
it
out
or
something
me
as
an
example
for
that
yeah.
J
Just
finding
ways
to
just
like
truly
decentralize
coordination
for
working
together
as
a
working
group.
J
B
B
Yet
I
see
a
lot
of
the
participation
kinks
that
we've
sort
of
identified
for
a
while,
and
maybe
there's
just
some
inherent
difficulty
in
things
like
making
it
the
tec
more
understandable
for
people
as
they
come
in
and
finding
things
that
people
can
do
find
ways
to
collaborate
immediately.
I
know
that's
a
challenge
that
we've
been
working
on
for
a
long
time
and
listening
to
people
speak.
B
You
know
it's
it's
interesting
as
I'm
writing
our
funding
proposal
for
the
stewards
I'm
going
back
to
the
stewards
working
group,
I'm
sort
of
going
back
to,
like
you,
know
the
criteria
to
be
a
steward
and
the
commitment
and
the
time
commitment,
but
also
the
the
the
hours
that
are
required
for
working
group
leads.
So
there's
working
group
leads
and
then
there's
stewards.
B
I
think
that
facilitating
meetings
is
really
nice
and
the
times
that
nate
has
taken
over
for
the
sprint
planning,
I
think,
have
gone
very
well,
and
I
think
that
maybe
there
can
be
more
of
that,
and
a
working
group
by
working
group
basis
is
that
30
seconds,
I'm
timing.
Two
I
have
30
seconds
left
now,
no
okay.
Well,
then,
I
will
pass
back
to
olivia.
It
was.
B
Just
saying,
as
I'm
putting
together
this
the
the
drafting,
the
proposal
for
funding
stewards,
it's
really
sort
of
a
moment
to
be
like
why
stewards
like.
Why
is
it
important,
and
why
does
it
matter
that
we
have
them
or
do
we
not
even
need
them?
So
it's
also
an
interest
effective
moment
for
me
about
the
stewards
in
the
tec
and
how
we
onboard
and
off
board
stewards
and
what
what
would
be
a
benefit
beneficial
practice
for
the
tec.
B
So
there's
a
lot
of
that
already
in
my
mind,
it's
very
nice
to
hear
other
people's
thoughts
about
that
too,
and
I'll
pass
back
to
you
olivia
to
pass
on.
K
K
I
do
think
it's
all
a
lot
all
at
once
to
do
it
all
in
one
call,
but
because
there
are
so
many
really
important
points
I
feel
like
it's.
It
would
be
in
some
ways
easier
to
maybe
just
like
break
them
into
pieces
and
try
to
attack
them
one
at
a
time.
K
The
the
time
zone
thing
is
really
hard,
and
I
don't
know
I
don't
have
a
good
solution
because,
like
I
feel
like
some
of
the
some
of
the
criticism
is
like
counter
some
of
the
positive
aspects
like
we
have
all
this
time
to
be
vulnerable
with
each
other
and
like
be
in
synchronous,
contact
and
it
and
then
like.
But
how
do
you
do
that
with
time
zones
you
know,
and
so
there's
like
some
of
the
things
that
are
like
the
the
yang
to
our
yin.
K
You
know
that
that
is
hard
to
hard
to
really
solve.
I
definitely
like.
I
would
really
like
to
somehow
balance
praise
I
I
feel
like
there
is
a
lot
of
value
in
in
culturally
communicating
like
the
boundaries
in
in
in
creative
ways
that
that
we
would
like
to
hold,
and
I
I
don't
think
we
do
that
very
well,
but
I
guess
the
original
question
is:
what
cultures
do
we
want
to
get
rid
of
what
cultural
practices
honestly,
you
know,
I
feel
like
this
ideal
of
decentralization.
K
Don't
get
me
wrong,
I'm
all
about
it,
but
at
the
same
time,
that's
not
how
things
get
done.
So
I
oh
thank
you
for
the
timing.
I
I
hope
I
hope
that
we
can
make
sure
that
we
always
are
also
focusing
on
actually
accomplishing
tasks,
and
that
usually
takes
leadership
in
in
some
ways.
Centralization
I'll
pass
it
to
see
who
hasn't
gone.
Nick
did
you
go.
L
Thank
you.
I
do
feel
the
steward
section.
There
is
something
I
mentioned
about
of
morning
a
steward,
that's
something
that
we,
for
example,
is
awkward,
and
I
think
we
haven't
talked
about
it.
I'm
talking
by
personal
experience
when
once
a
working
group
disappears.
Of
course
your
stewardship
doesn't
mean
that
it
goes
away,
but
then,
if,
by
any
other
reason,
there
is
a
possibility
of
that
person
living
or
that
person
can
handle
the
timing
or
all
the
times
or
whatever.
L
How
do
we
do
that
off
boarding
and
that's
not
something
we
haven't
tackled,
I
feel
so
far
and
then.
Secondly,
I
feel
that
this
model
of
stewardship
could
take
a
little
bit
of
sociocracy
models
where
structures
models
have
two
very
clear
representative
and
leader,
and
then
they
are
rotating
constantly,
and
I
feel
that
the
cultural
practices
we
have
are
very
good,
but
they
need
to
be
scaled
and
in
that
sense,
having
this
kind
of
sense
of
in
during
the
meetings,
for
example,
intentions
and
distractions.
Why
don't?
Why?
L
Don't
we
open
the
intentions
for
people
claiming
if
they
want
to
lead
the
call
if
they
feel
ready
to
to
not
maybe
carry
that
call,
but
for
the
next
one,
so
we
kind
of
sort
of
be
more
aware
of
each
other
in
the
role
of
the
working
groups
and
evolving
the
concept
of
stewardship
to
more
of
a
collaborative
effort
or
a
joint
effort
between
two
people
from
the
working
group
and
then
thoroughly.
I
do
feel
that
the
other
cultural
practice
that
can
be
sort
of
evolved
is
this.
L
I
don't
know
how
to
express
it,
but
I
feel
like
we
have
such
cultural
practices
that
are
set
of
kind
of.
We
have
taken
them
for
granted
and
I
feel
it
could
be
nice
to
have
this
implementation
of
a
system
within
the
dao
or
within
the
organization
that
every
certain
amount
of
time
we
go
through
the
cultural
practices
that
we
take
for
granted
and
make
sure
that
they
are
satisfying
the
needs
are
the
goals
and
objectives
for
the
organization.
So,
in
a
way
we
can
check.
L
If
the
praise
works
by
the
time
we
are,
we
can
check
if
the
stuart
system
works.
Like
we
can
implement
this
from
time
to
time
to
just
make
ourselves
updated
in
the
same
way,
we
are
updating
constant
to
the
technical
part.
We
should
be
able
to
constantly
also
evolved
the
cultural
part.
That
being
said,
I
will
pass
it
on
to
hunger.
Oh
I'm
sweet.
I
think
I
already
went.
C
I
already
had
gone,
but
I
couldn't
like
I
didn't,
feel
prepared
enough
to
contribute
with
something
I
would
just
like
to
add
to
what
what
nate
mentioned.
I
also
feel
that
it's
very
interesting
because,
like
given
me
like
in
in
my
own
path
through
the
tc,
I
remember
that
I
wasn't
like
a
steward
back
then
I
was
just
getting
a
hold
of
it.
I
could
like
handle
community
calls
and
it
was
really
really
cool
when.
C
Finally,
someone
pushed
me
and
said
like
you,
gotta
handle
the
whole
call,
and
I
I
try
to
I
try
to
keep
this
like
memories
close
because
it's
I
I
I
feel
that
when
you
start
like
disconnecting
from
other
people
and
how
they
get
it
is
when
you
start
forgetting
about
this
stuff
right.
So
I
found
what
nate
said
very
interesting
about
stewardship,
about
how
it
works
and
the
effect
it
has
in
our
community.
C
But
I
would
also
like
add
the
questions
like
if,
if
people
start
getting
more
engaged,
how
is
this
not
like
their
own
path
to
stewardship,
and-
and
how
does
this
make
a
difference
regarding
like
who
is
maybe
like
running
the
calls
or
or
are
we
as
stewards,
just
like
mentoring,
like
figures
in
the
community,
and
how
can
we
like
redefine
what
could
be
confused
with
authority
because
I
don't
feel
it
should
be
in
that
direction?
C
Yes,
this
is
what
I
can
add
and
I'll
pass
it
to
back
to
you.
Leave.
I
A
N
Youtubers
yeah
awesome,
I'm
here
mostly
to
listen
today
and
to
try
to
get
a
sense
of
what
soft
gov
is
about,
having
not
been
part
of
this
group
officially
yet
so
I
with
that,
I
will
be
mindful
of
my
time
and
pass
it
on
to
durgadus.
N
Maybe
after
a
few
meetings,
I
will
have
some
more
comments.
I
do
really
appreciate
all
the
work
of
the
stewards
and
the
phenomenal
piece
of
writing
that
olivia
did
on
our
covenant.
M
Yeah,
I
think
we
should
particularly
in
in
certain
kinds
of
calls,
not
necessarily
in
all
calls,
but
certainly
in
calls
where
we
have
leadership
like
this.
One,
like
in
gravity
like
in
the
in
the
stewart's
calls
that
we
should
maybe
try
to
find
questions
that
would
deepen
our
understanding
of
what
we
might
be
missing
in
terms
of
our
cultural
practices
instead
of
intentions
and
distractions.
M
Maybe
we
could
say
what
is
it
that
we
have
an
intention
about,
which
is
a
good
thing.
But
what
are
we
in
denial
of
here?
What
is
something
that
we
need
to
talk
about?
But
when
we
do
talk
about
it,
people
clam
up
or
pull
back
or
shut
down,
or
you
know
so
that
we
can.
We
can
we
can
document
those
things
and
and
and
try
to
try
to
make
it
work,
and
you
might
get
a
bunch
of
noise
out
of
that,
but
I
think
you'll
find
some
golden
shadow
in
there
too.
M
You
know
by
by
looking-
and
so
generally
it's
been
my
my
experience
that
once
you
go
looking
into
the
shadow
of
organizations,
you'll
you'll
find
some
really
golden
nuggets
and
I
will
say
that
it's
also
important
for
the
same
groups
to
recognize
that
you're
in
a
reward
system,
so
because
punishments
and
rewards
proceed
basically
from
the
same
psychological
model.
It
is
a
psychological
model
that
conceives
the
motivation
like
it
is
a
manipulation
of
behavior,
and
so
I
think
it's
any
time
you're
in
a
reward
system.
M
You
have
to
remember
that
that
is
just
the
truth.
That
is
the
context
of
what
you're
trying
to
do,
and
we
talk
a
lot
about
the
different
ways
to
try
to
sabotage
that
process,
but
I
still
find
that
people
bring
their
legacy
stuff
with
them,
and
so
can
we
find
ways
to
sort
of
mine
that
stuff
out
and
and
bring
in
in
the
forefront
so
that
it
can
be
processed
and
therefore
handled
so
yeah.
M
So
what
we
should
sort
of
get
rid
of,
I
think
is,
is
this
almost
toxic
positivity?
We
have
about
some
of
these
things
and
see
if
we
can't
mine
some
of
the
shadow
things
out
as
a
regular
cultural
practice.
A
That
was
really
great,
so
can
we
jump
into
this
mirror
board?
The
link
is
here
on
top
of
case
study,
insights,
and
there
is
this
board.
This
is
a
big
yeah.
Can
you
all
see
me
moving
in
here?
F
M
All
right,
there
was
just
one
final
thing
I
wanted
to
say
about
that
that
I
didn't
say,
because
I
waited
a
long
time,
but
I
think
it's
just
important
to
recognize
that
every
positive
thing
we
do
carries
a
shadow
with
it
and
so
hopefully
through
the
practice
that
I'm
sort
of
recommending
that
that
that
that
duality
will
always
be
sort
of
recognized
and
and
highlighted,
because
it's
it's
the
reality
of
something.
M
So
if
we
culturally
encourage
looking
at
that
stuff
and
recognize
that
that's
true,
I
think
it
would
tremendously
help
everyone
in
the
group
and
many
of
the
things
that
we
see
in
the
case
study,
I
think,
would
be
proactively
dealt
with
through
that
kind
of
practice.
A
Yeah
yeah,
that's
really
cool.
If
you
could,
maybe
I
don't
know
if
it's
possible,
because
it's
a
complex
thought,
but
if
you
could
put
some
ideas
in
the
sticky
notes
of
how
we
could
exercise
what
you're
mentioning
that
would
be
great.
So
the
idea
for
this
board,
maybe
someone
just
got
now
is-
is
there
is
a
lot
of
ideas
already
that
came
up
from
what
we
were
sharing.
F
Excuse
me,
anyone
wants
to
fight,
I
just
want
to
say
bye,
my
keyboards
aren't
working,
so
I'm
going
to
go
figure
that
out
and
yeah.
I
just
I
love
this
getting
everything
out
in
small
ideas.
Instead
of
having
certain
voices
be
louder
in
conversation
with
a
short
amount
of
time.
It's
a
great
strategy
olivia
and
I
look
forward
looking
the
board
later.
A
And
if
anyone
wants
to
bring
music
into
the
room
feel
free
to
do
that.
A
E
A
A
What
about
nick,
you
read
them
to
us
read
what
story
are
you
in
the
mirror
board,
yeah
yeah.
J
Each
note,
okay,
so
we
have
working
groups,
should
create
their
own
unique
cultural
practices.
J
We
have
developed
new
meeting
format
formats
centralized
place
for
all
tec,
interactive
content,
so
that's
easier
to
share
ideas,
build
and
interact,
invite
contributors
to
facilitate
calls
with
specific
themes,
sharing
thoughts
in
a
dock
prior
to
meetings
to
save
time
and
also
to
make
it
so
that
people
don't
have
to
like
actually
attend
the
meeting
at
that
specific
time.
J
If
there's
an
idea
for
this
tec,
separate
rewards
from
praise
feedback
protocol
guidelines,
rotated
facilitation,
feedback
practices,
individual
and
groups,
could
praise
become
just
a
free
system
instead
of
a
reward
system?
J
What
sort
of
behavior
do
we
want
to
see,
and
how
can
we
model
it
for
missionaries
framing
so
stewards,
I'm
not
sure
what
wgl
is
sorry
are
civil
servants,
not
managers,
oh
working
from
leaves
okay,
have
some
time
to
redefine
the
role
of
stewards
collectively
for
hard
to
contribute.
I
think
moving
discussion
to
the
forum
addresses
this
somewhat,
but
not
all
working
group
call
discussions
make
it
to
the
forum.
J
Deep
questions
and
calls:
what
are
we
not
talking
about
self
work?
What
are
what
what
are
my
prejudices,
address?
Potential
conflicts
between
the
goals
of
common
stack
and
the
goals
of
the
tec,
improve
the
call
for
action
in
the
orientation
channel
where
people
can
work
as
synchronously
onboarding
guide
with
three
main
points
to
learn
about
the
tec.
What
would
they
be
building
more
transparency,
around
conflicts
that
are
managed?
A
M
D
H
H
D
It's
a
space
to
talk
about
non-related,
to
work
things,
so
it's
to
build
and
strengthen
relationships
and
yeah
to
to
also
have
like
some
time
to
like
sparse
our
head
and
and
yeah
not
not
be
only
like
working
machines,
but
also
yeah.
Take
into
account
the
different
things
that
we
all
are
passing
through
and
living.
E
A
You're
all
welcome
to
continue
organizing
this
board
and
to
if
there
is
something
here
that
anyone
feels
called
to
do
feel
free
to
do
that,
but
I'll
also
group,
some
of
these
things
and
see
if
there
is
a
way
that
we
can
like
start
working
on
them
or
how
can
we
frame
them
for
more
people
participating
so
yeah?
Thank
you.
Everyone.