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From YouTube: TEC Transformation Strategy and Planning 15 - Managing Events & Accountability Mechanisms (Roles)
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A
So
why
don't
we
well
bear?
Do
you
want
to
kick
it
off.
B
I'm
sure
yeah
well
for
me,
I
think
it's
I,
don't
know
if,
if
it,
if
it's
much
like
in
the
web
3
context,
but
for
me
like
more
in
general,
accountability
has
to
do
with
do
the
things
that
you
say
you
will
do
you
know
to
be
responsible
and
and
to
to
commit
into
whatever
activities
you
you
decided
previously
or
that
you
promised
on
doing
yeah
so
that
people
can
really
like
the
group
you're
working
with
can
really
easily
identified,
like
the
responsibilities
that
you
have
and
and
there's
no
question
about
who
should
be
taking
on
that
you
know
so
yeah.
B
It
has
a
lot
to
do
with
with
this
aerial
responsibility
and
and
commitment
and
and
transparency
in
a
way
as
well.
You
know,
maybe
that's
one
of
the
things
that
brings
web3,
that
the
work
that
you
do
and
the
results
that
you
the
progress
that
you
make,
that
all
of
that
is
transparent
for
all
the
community
to
to
look
at
it
and
and
then
they
can
be
kind
of
like
the
judges.
If
you
are
doing
a
a
good
work
or
review
if
you're
doing
what
you
what
you
promised.
B
So
yeah
I'm
gonna
say
that
I'll
pass
you
to
Nate.
C
Thanks
Bear
yeah
for
me,
I
think
accountability,
especially
within
web
3,
is
highly
focused
on
communication,
clear
communication
symbols,
individuals
who
are
you
know
taking
responsibility
for
work
and,
for
you
know,
those
who
are
evaluating
in
some
form
of
checks
and
balances.
I
think
have
been
cleared
communication.
So
there's
no
confusion.
C
You
know
where,
where
things
stand,
where
you
know
what
role
and
responsibilities
that
each
person
has
I
think
is
really
really
important
in
the
context
of
what
three,
just
because
there's
a
lot
of
moving
Parts
a
lot
of
people
doing
different
things
that
are
related
or
you
know
parallel
to
things,
and
you
know
everybody
has
a
different.
You
know
kind
of
side
load.
You
hear
different
things
from
different
people.
C
It's
kind
of
like
that
gossip
game
and
so
having
clear
communication
is
really
really
important
for
accountability
and
making
sure
that
people
do
what
they
say.
They're
going
to
do
and
follow
through
on
it
but
yeah.
So
that's
my
view
on
accountability,
so
I'll
pass
it
to
guarantee.
A
If
you're
speaking,
you're,
muted
I
think
well
no
you're,
not
muted,
we.
D
E
Oh
thanks,
Nate
yeah
in
terms
of
what
Baron
Nate
had
already
stated
about
accountability
and
communication
responsibility
being
kind
of
inextricably
linked.
That's
I
certainly
agree,
but
with
with
so
much
systemic
uncertainty
within
the
context
of
web3
related
accountability,
it's
hard
to
entirely
hold
anybody
accountable
responsible
for
what
goes
on
within
the
world
that
large
that
went
through
well
at
large.
So
it's
an
interesting
question
interesting
caveat
to
place
on
it,
but
it
shouldn't
hypothetically.
E
Be
that
way,
but
it
kind
of
undeniably
is
I'll
pass
to
as
a
laser.
F
Thank
you,
Jim
accountability.
Well,
I
think
this
is
one
of
the
biggest
important
things
in
a
community
and
also
in
every
aspect
of
the
life.
If
you
don't
have
the
commitment
to
to
achieve
these,
this
thing
you
are
not
going
to
be.
F
How
do
you
say
the
word
you
you
want?
You
want
to
have
the
capacity
to
come
to
make
your
goals
right.
This
counts
in
in
group
three
in
life,
in
your
live
projects.
F
Also,
if
you
don't
have
a
good
organization,
the
responsibility,
all
the
people
are
noticed
that
notice
that
and
that's
why
a
lot
of
their
house
are
dead
now,
because
that
all
the
people
needs
to
have
this,
because
it's
good
for
newcomers
and
also
for
the
people
that
is
here
to
see
that
everyone
has
like
the
same
line
and
I'm
working
on
the
on
the
same
vibes.
F
D
F
Think
a
couple
accountability
is
one
of
the
biggest
things
here,
especially
in
Dallas,
because
we're
a
community
so
yeah.
A
Okay,
oh
Rex,
just
it's
not
here
Angie.
Should
we
try
you
one
more
time.
A
All
right,
I'll
go
I,
mean
I,
think
I,
think
A
lot's
been
said
already,
I
think
the
one
of
the
challenges,
and
what
three
in
particular
is
that
we
have
like
a
different
style
of
management
structure
like
Management's,
not
the
right
word.
So
a
lot
of
the
techniques
for
holding
people
accountable
from
the
old
ways
of
doing
things
or
the
kind
of
the
older
structures
don't
hold
here.
So
we've
got
to
come
up
with
some
new
systems
for
peer-based
accountability.
A
A
A
Let's
do
this?
Let's
do
some
signals
here.
Let's
use
the
high
five
symbol.
If
you've
got
a
handy,
but
let's
just
do
this,
give
give
some
give
an
emoji
whatever
the
Emoji
is.
If
you
want
to
just
take
a
break
next
week,.
A
Okay
and
then
give
a
signal,
if
you
think
we
should
meet
next
week,.
A
A
Okay
and
Auntie
I'm,
assuming
you're,
still
not
able
to
speak
right
now,
so
let's
skip
it
next
week.
So
no
meeting
next
week,
okay
and
then
this
is
super
important.
A
There's,
a
collaborative
playlist
that
you
know
I
think
it's
kind
of
nice
having
this
music.
In
the
background,
some
of
you
probably
even
shut
it
off,
but
I
think
it's
kind
of
nice
to
do,
and
so
this
time
I
basically
have
made
a
collaborative
playlist.
So
you
know
because
I'll
it
shouldn't
be
me:
it's
the
only
person
who's,
adding
music
into
this
list.
Since
we're
all
you
know,
we're
all
listening
to
it.
A
So
anyway,
you
can
go
to
that
link
and
and
add
your
songs
to
it,
and
eventually
this
will
become
our
playlist
and
yeah
I.
I.
Think
I've
said
this
a
few
times,
but
I
I'm
a
big
fan
of
like
when
our
family
would
take
road
trips.
A
We
would
like
get
like
a
playlist
or
like
even
a
CD
in
the
old
days
and
just
play
that
on
the
road
trip
and
then
years
later,
when
we
listen
to
that,
be
like
oh
yeah,
I,
remember
that
trip.
So
maybe
that's
what
we
can
form
here
so
anyway.
That
list
is
there,
there's
also
it's
also
on
the
coordination.
Channel
I
posted
it
there
too.
If
you
want
to
go
to
it
and
no
pressure
If,
you
don't
want
to
all
that
stuff.
Okay,.
E
A
We've
got
a
few
things.
One
is
just
well
I
guess
one
other
quick
question
and
any
other
quick
updates
from
anybody.
C
I
was
gonna,
say,
Stewart's
working
group
has
retired.
Officially
the
money
has
been
transferred
over
to
the
wallet
and
I.
C
Think
that's
the
last
big
thing
that
we
have
to
do
in
terms
of
the
working
groups
from
the
old
structure
outside
of
we
need
to
come
up
with
a
plan
for
laser
tag,
funds
which
I
think
we
should
have
probably
I'll,
try
to
set
up
a
meeting
about
that
to
just
kind
of
go
through
advice
process
with
this
Core
group
and
then
propose
something
of
the
Forum,
but
I
do
think
we
should
have
a
plan
for
those
funds.
At
some
point,
foreign.
A
Yeah,
real
quick
on
that
I
do
think
that
TC
well
we're
going
to
get
into
some
of
this
today,
but
I
think
having
that
available
as
a
source
for
funding
bounties,
and
things
like
that
could
be
super
valuable
and
it
might
be
useful
for
the
the
academy
integration
too,
but
we
can
yeah.
Let's
talk
about
it
acid.
You
had
something.
F
Yes,
as
some
of
you
read
on
the
on
the
coordinators
Channel
text
channel
and
the
chair
Ellen
about
public
nouns,
this
is
like
a
Dao
that
that
has
like
a
platform
where
many
communities
share
their
their.
F
They
say
mascot
like
the
mascot
but
like
in
8-bit
art,
so
NTU
was
talking
with
me
there,
the
other
day
about
making
the
TC
mascot
there
and
has
and
have
like
our
community
to
represent
in
their
so
yeah.
That's
my
em.
There
are
many
communities
there
that
we
know
I,
think
there
is
Bitcoin
many
many
other
famous
communities
there,
so
so
yeah
I
thought
it
would
be
a
great
opportunity
to
get
your
opinion
here.
F
We
have
like
a
video
that
we
made
for
the
quantifier
tutorial
and
there's
some
robots
there
and
I
talk
with
Auntie
about
using
those
robots
as
our
mascots,
and
the
only
thing
that
I
need
to
do
is
to
change
like
the
r
to
8-bit.
So
so
it
counts
to
the
public,
nouns
and
I.
Think
it's
needed
like
a
document
with
some
stuff
that
Auntie
knows
but
yeah.
H
I
think
one
thing
that's
more
important
than
the
namaskar
is
to
understand
now
so
once
he's
a
nouns
instead
of
traits
or
else
your
screen
very
quickly,
nouns
is
a
model
that
uses
a
set
of
Trades
to
to
make
a
new
noun
every
X
time.
The
original
nouns,
the,
which
is
this
one
as
one
option
A
day
in
the
folks
behind
public
lands,
decided
to
have
two
actions
a
day.
So
there's
two
two
public
nouns
born
every
every
every
day,
and
so
currently
we
have
metacarto.
H
We
have
coin,
we
have
Salah,
we
have
radical,
we
have
a
CLR,
etc,
etc,
and
so
the
idea
is
that
many
communities
join
and,
at
some
point,
are
able
to
propose
the
stuff
about
to
use
the
fonts.
Currently
they
have
roughly
two
hundred
thousand
dollars
and
so
I
know.
Greece
has
a
couple
and
I
bought
one
yesterday,
and
so
we
can
start
sort
of
proposing
stuff,
maybe
getting
closer
and
be
part
of
the
poorly
kids
conversation
in
this
sense
and
in
this
experiment
as
well.
H
H
No
you
just
speed
on
on
the
noun
okay,
and
if
you
win
the
video
you
get
the
the
nft
which
is
equal
to
one
one
board.
That's.
H
Yeah,
it's
just
here,
you
you
just
have
to
submit
an
application
which,
which
requires
a
Manifesto
on
a
statement
of
the
mission
of
the
organization
and
then
three
heads
to
be
introduced
us
attributes
on
the
on
the
machine
on
on
the
thing
they
have
on
the
background
going
on
and
so
yeah
pretty
much
that.
B
B
Why
not
doing
it
so
just
to
understand
and
to
clarify
and
see
like
the
benefits
for
the
TC
on
doing
this
would
be
to
kind
of
like
become
part
of
the
Dao
and
kind
of
like
be
able
to
to
vote
in
the
decisions
of
the
use
of
those
funds,
and
is
there
like
something
else
that
I'm
missing
like
be
part
of
the
of
the
community
of
a
community
of
communities?
Is
that
is
that
what
it
is.
H
Well,
in
reality,
there's
not
like
any
any
a
particular
benefit
other
than
we
other
than
us,
having
like
a
permanent
representation
on
the
on
the
images.
H
H
As
far
as
voting
participation
and
governance
that
separate,
we
would
have
to
buy
tokens
or
something
but
I
have
one
in
gift
has
some
as
well.
So
if
we,
if
we
ever
wanted
to
do
something
with
them,
we
could
produce.
You
need
to
do
so.
I
just
think
it's
it's.
It's
cool
to
be
represented
there
and
it's
I'm
not
too
sure.
What's
the
feature
of
public
nouns,
it's
fairly
new,
but
I'm,
not
sure
some
cool
things
will
happen.
G
Yeah
but
I
mean
even
though
it's
really
new
and
they
have
one
of
the
biggest
between
all
the
different
projects.
They
have
one
of
the
biggest
treasuries
I
believe
it's
bigger
than
Aragon,
so
yeah
I
actually
agree
with.
This
move,
be
cool
too.
C
Okay,
yeah
and
from
what
I
understand
the
public
nouns
they
do
two
a
day
and
so
like
there's
not
that
many
public
good
communities
that
are
represented
so
I
I
constantly.
Whenever
I
look
at
it,
I
constantly
see
like
Bitcoin
and
Malik,
Dao
and
dollhouse
stuff,
like
just
over
and
over
again.
So
I
do
think
it's
really
good
Marketing
in
general.
So
I
don't
see
any
downside
to
this.
A
Okay,
well
so
my
only
my
only
caution
would
be
since
that
image
is
not
going
away.
Let's
make
it
a
good
one.
You
know
right
because
it's
going
to
be
there
for
a
long
time.
So
yeah,
let's
get
some
Blitz
I,
don't
know
I
said.
Are
you
gonna
do
some
iterations?
Maybe
you
can
put
that
out
for
like
review
from
folks
on,
like
a
Tuesday
call
or
something
like
that.
A
F
A
Like
do
maybe
just
don't
spend
a
lot
of
time,
but
just
like
do
some
rough
drafts
of
like
what
you're
talking
about
and
share
it.
Then
we
can
all
okay,
okay,
cool
thanks,
exciting
okay.
So
let's
move
on
just
a
quick
sync,
because
not
everybody
was
on
the
Tuesday
call.
Basically
this
question
of
issues.
A
So
what
you
know
this
came
out
of
a
comment.
Griff
made
I
thought
it
was
a
good
one.
It's
basically
hey
what
do
I
do
if
I
have
something
that
the
TC
either
like
an
opportunity
or
some
problem-
that's
come
up.
Where
can
I
put
it
and
we
looked
at
a
couple
different
options,
but
the
issues
channel
that
you
set
up
Rex
seems
like
it's
a
really
good
place
for
that.
So
basically,
what
we
talked
about
is
that
anybody
can
post
a
message
there
and
tag.
A
You
know
at
matching
at
mention
somebody
here
on
the
coordination
team
and
if
they're
not
sure,
then
they
basically
tag
me
or
bear
and
then
that
person
on
the
coordination
team
who
sees
that
basically
is
responsible
for
them.
A
Putting
that
issue
into
Clarity
either
as
as
a
task
or
a
project,
we
can
talk
about
that
a
little
bit
more
and
then,
when
you,
when
you've
done,
you
put
that
in
just
put
a
green
check
on
the
on
the
post
in
in
the
issues
channel,
so
that
people
know
that
it's
been
put
into
the
into
Clarity.
A
So
we
can
track
it
and
then
that's
just
kind
of
the
logistics
of
it
and
we'll
get
in
a
little
bit
to
like
this
conversation
that
we
ended
up
having
on
Tuesday
about
how
do
we
handle
new
projects
coming
into
the
mix?
A
H
I
think
it
is
comfortable
for
us,
but
probably
it's
not
that's
natural
for
for
Outsiders
I
would
guess
that
people
would
probably
in
raise
issues
first
on
either
the
help
Channel.
That's
on
the
start
here
section
or
the
general
Channel,
that's
on
the
community
section
and
against
also
the
question
of
how.
How
are
we
going
to
communicate
those
things
so
that
this
I
I'm
not
too
sure
that
people
will
know
how
like
how
how
it
works?
You
know,
like
do.
H
A
Think
the
reality
of
this
is
going
to
be
that
the
issues
channel
is
probably
not
going
to
be
just
for
like
people
who
are
coming
in
and
don't
know
that
much
about
the
community,
it's
probably
going
to
be
it's
going
to
be.
You
know,
people
who
are
you
know
familiar
enough
with
the
community
they're
like
contributors,
it's
it's.
A
Something
that
all
the
newbies
are
going
to
be
using
it's
going
to
be
more
like
for
contributors,
a
place
to
post
stuff
yeah.
Does
that
make
sense.
G
Let
you
know
some
of
the
things
so
I
put
a
pretty
massive
time
restriction
on
that
channel.
I
think
you're
only
allowed
to
post
once
an
hour,
something
like
that.
The
idea
is
just
that
just
kind
of
like
these
things
and
just
it
but
they're
like
these
things
onto
the
issues
channel
for
anybody
who
who
maybe
doesn't
know
how
to
use
Clarity
or
whatever
and
yeah
the
reality
is
it's
just.
This
is
a
good
process.
Let's
see,
let's
see
if
it
were
otherwise
we
just
and
we
change
it.
G
It's
not
too
I
guess
it
doesn't
need
to
be
too
formal,
but
it's
just
a
place
for
people
to
you
know
for
Griff
to
kind
of
raise
that
problem
right
right
for
us
to
proven
ourselves
to.
You
know,
raise
these
these
one-off
questions
or
whatever
or
job
specs,
that
sort
of
that
it
doesn't
need
the
whole
you
know
creating
in
Clarity
and
so
on,
Etc,
which
is
quite
difficult
if
you're
just
thinking
one
through.
So
it's
just
a
filter,
but
yeah
sounds
good.
C
I
also
wanted
to
kind
of
point
out
that
I
think
the
the
way
we're
talking
about
this.
The
issues
right
now
is
it's
very
open
and
there's
a
lot
of
ambiguity
towards
it,
like
you
know,
I
think
that
you
know
it's
good
for
there
to
be
a
vehicle
or
a
pathway
for
people
to
recognize
things
that
need
to
get
done,
to
propose
something
and
to
have
us
have
issues
being
created
for
it
and
having
approved,
but
I,
really
I
I.
C
What
bear
said
in
the
last
last
time
we
talked
about
this
was
you
know
we
need
to
have
some?
You
know
tangible
objectives
with
this
contributor
session
or
these
issues,
if
we,
if
we
want
to
kind
of
get
interaction
with
it
with
people
with
it,
with
our
contributors
and
and
what
I
mean
by
that
is
you
know
having
you
know
if
our
objective
is
to,
let's
get
more
token
Engineers
involved?
Let's
have
you
know
a
specific
task
for
token
Engineers
specific
token
Engineers
to
tackle
once
a
month
according
to
a
budget.
C
Let's
have
something:
that's
not
for
token
Engineers.
Maybe
it's
for
design
folks
to
come
in.
You
know,
and
but
but
each
of
each
of
these
issues
have
to
have
you
know,
purpose
I,
I,
think
having
it
Broad
and
open
at
the
beginning
will
make
it
it
just
it
just
will
allow
I
don't
know
if
people
will
be
open
to
it
as
much
as
like
going
onto
a
board
and
seeing
a
job
like
you
know,
bounty
board
and
taking
on
work.
C
I
think
it
really
needs
to
be
purposeful,
and
we
have
to
really
focus
in
on
what
we
need.
What
we
need
to
get
out
of
this
of
issues,
program
from
contribution
program
and
how
we,
you
know,
keep
people
engaged
over
time,
because
I
think
EMT
may
have
said
something
too
about
you
know
or
acid.
Last
time
about.
C
You
know,
people
who
are
just
bounty
hunters,
basically
coming
in
just
looking
for
work,
I
think
we
really
have
to
be
focused
with
the
issues
that
we
create
and
they
have
to
be
aligned
with
some
type
of
objective.
D
G
Bounces
I
think
it's
too
much
of
a
pain
in
the
ass
for
people
with
the
bounty
hunters
to
come
and
like
go
for
those
but
I'd
say:
let's
just
try
and
see
if
it
works
and
if
it
doesn't,
let's
come
up
with
something
different,
there's
I
I
missed
the
Tuesday
call
so
I'm
just
like.
Why
have
you
spent
so
much
time
on
this
like
it's
just
that
it
works
right
so.
A
E
A
To
jump
because
I
think
we
are
spending
too
much
time
on
this.
This
was
just
meant
as
an
update,
but
yeah.
D
A
Just
try
it
right:
let's
try
it
and
iterate
and
see
like
all
the
stuff
we're
talking
about
today.
Well,
most
of
the
stuff
we're
talking
about,
like
you
know,
I
I
think
we
all.
We
just
need
to
be
careful
not
to
be
too
heavy-handed
on
the
process.
Side
of
things
we're
just.
Basically
we
have
to
the
problem.
Is
we
basically
went
from
an
old
system
of
like
working
groups
and
doing
you
know
like
we
had
an
old
system?
Now
we
change
that.
A
Now
we
need
some
new
things
in
in
place,
but,
like
you
know,
I
think
you
all
know
me
well
enough
to
to
know
that
I'm,
a
big
fan
of
just
MVP
like
get
it
going,
get
something
in
place.
80
20
rule
like
get
it
eighty
percent
there
that's
you
know
like
and
leave
the
20
to
be
something
that
we
iterate
on
and
we
get
better
at
over
time,
and
if
it
doesn't
work,
then
we
kill
it.
A
A
Okay,
so
we'll
keep
so
we'll
keep
going
and
Nate
I
think
some
of
the
stuff
that
you're
getting
at
here
we're
gonna
get
to
later,
although
we're
we're
I
can
tell
we're
kind
of
running
short
on
time,
but
let's
keep
pushing
okay.
So
one
of
the
things
that's
getting
really
clear
is
events
are
becoming
somewhat
confusing
right
like
we're
not
sure
you
know,
we
haven't
really
nailed
down.
The
community
calls
like.
How
often
do
we
want
to
be
doing
community
calls?
A
How
do
they
relate
to
Twitter
space
events?
So
what
I
wanted
to
do
is
I
mean
we
could
spend
a
lot
of
time
talking
about
this,
but
what
I
thought
we
would
do
is
break
out
into
really
just
two
groups.
So
there's
one
two,
three
four
five,
six
seven
of
us
this,
this
breakout
into
we'll
break
out
in
two
groups
and
what
I'd
love
to
do
is
kind
of
try
to
Dimension.
A
Let's
we'll
spend
like
15
minutes
on
this
and
I'm
just
gonna
assign
some
numbers,
so
acid
you're
one
bear
two
nt1
Gene,
two
Nate
one
Rex
two,
and
so
you
know
just
head
over
to
your
breakout
room
number
one
or
two,
and
what
would
be
great
is
I
I,
just
I'd
love
to
get
your
thoughts
feel
free
to
just
basically
add
notes
in
in
this
okay
and
I'm,
going
to
do
one
other
thing
here
in
this
section
here
on
events.
Basically,
what
we're
trying
to
do
is
dimensionalize.
A
What
is
it
that
we're
trying
to
do
here,
and
you
can
see
also
bear-
did
a
first
draft
at
like
a
roll
here
for
an
events
planner,
because
I
think
we're
gonna
need
somebody
who
can
kind
of
take
on
this
role
of
coordinating
events
for
the
Tec.
A
So
you
can
all
click
on
that
link
if
you
want,
if
you
want
to
be,
if
you
want
to
see
what
bear
has
pulled
together,
it's
kind
of
a
rough
like
seed
for
conversation,
but
what
I'd
love
for
you
to
do
is
just
kind
of
like
jot
down,
spend
a
little
bit
of
time,
just
jotting
down
like
what
you
see
this
opportunity
as
how
do
we
think
about
this
and
then
let's
come
back
in
15
minutes
and
let's
talk
about
who
wants
to
be
involved
with
this
so
okay,
let's,
let's
break
now
head
on
over
and
then
I'll
I'll,
come
grab
you
in
15
minutes.
D
D
D
D
D
D
D
D
D
I
I
I
A
People
are
in
breakouts
right
now.
A
Events,
so
we
probably
have
just
like
another
or
three
four
minutes,
but
you're
welcome
to
to
jump
into
one
of
the
rooms.
If
you
want-
or
you
can
just
hang
out
here,
whichever
you
want.
A
Yeah
it'll
be
interesting.
Well,
you
can
kind
of
see,
am
I
still
sharing
my
screen,
no
I
stopped
sharing
my
screen
even
share
my
screen.
D
A
D
A
We
doing
a
community
call
this
week.
Are
we
not
doing
it?
So
it's
like
okay,
let's,
let's
like
really
figure
out
what
what
we
want
to
do
here
and
I.
A
An
interesting
thing
with
these,
like
you
know,
will
somebody
step
up
or
not,
and
if
not,
then
what
do
we
do
so.
A
A
Does
anybody
else
want
to?
You
know,
take
a
crack
at
it.
I
A
D
H
A
Okay,
so
I
am
digesting
the
notes,
but
let's
just
do
this:
let's
just
take
a
couple
minutes
to
see
if
there's
any
like
amazing
breakthroughs
or
insights
that
came
out
of
these
sessions
group
one
do
you
want
to.
Does
somebody
want
to
take
it
and
see
if
there's
anything
worth
highlighting.
D
H
Oh
well,
let
me
share
the
screen
so
for
the
first
prompt
about
Community
calls,
we
agreed
that
it
is
generally
not
worth
not
really
worth
doing
then
at
least
not
like
in
a
regular
schedule,
or
at
least
not
by
what
we
usually
understand
as
Community
calls
that
we
should
probably
focus
on
more
specific
activities
like
panels
or
some
presentations
that
may
or
may
not
be
on
on
our
constant
frequency.
Let's
say
about
three
spaces:
it's
pretty
similar
against.
We
should
I
should
add.
H
I
didn't
take
that
note,
but
the
three
spaces
anyways
are
more
or
are
less
formal,
so
we
should.
We
should
take
that
in
mind
and
and
see
how
or
explore
how
or
integrate
how
tourist
spaces
are
usually
successful,
but
they
seem
to
be
probably
a
better
fit
for
outreach
strategy
in
general
and
that
we
should
partner
with
subject
matter
experts
or
organizations
around
us,
like
the
T
Labs
or
the
academy
on
on
doing
these
kind
of
on
having
these
kinds
of
conversations.
H
Then,
as
far
as
as
far
as
an
integration
with
interest
groups
with
the
each
group
should
have
the
C2
meet
as
they
want
and
dtec
can,
you
know
offer
like
some
sort
of
low
frequency
Dynamic
to
include
and
showcase
findings
or
the
results
of
interest
groups
on,
say
the
the
city
conference
and
yep.
That
was
pretty
much
what
we
what
we
talked
about.
G
G
Let's
say
which
take
like
a
month
two
three
months
in
advance
to
actually
coordinate,
whereas
these
you
can
do
with
like
two
weeks
in
advance,
say
two
three
weeks
in
advance:
I
mean,
depending
on
the
caliber
of
people
that
you're
trying
to
go
for
so
am
I
opinion.
We
should
just
like
have
a
schedule
of
two
or
three
and
then
just
two
or
three
in
advance,
and
then
you
know,
try
different
methods
and
so
on
and
just
you
know
just
do
it.
G
A
Okay
group:
two:
do
you
have
any
summary
that
you'd
like
to
share.
E
B
Think
mostly
kind
of
like
what
we
focus
is
on
the
finding
a
way
to
to
integrate
the
interest
groups
into
these
whole
events
within
the
TC,
and
that
could
be
done
through
different
ways
in
having
them
like
have
certain
types
of
events
with
experts
or
presenting
their
progress
on
on
a
monthly
basis,
so
that
can
build
some
some
activity
and
some
some
engagement
in
in
Twitter
Twitter
has
been
a
pretty
good
format
for
these
types
of
events,
I
think
and
yeah
I
think
that
was
one
of
the
biggest
ones.
C
Yeah
I
think
that
you
know
if
we,
if
we
can
commit
ourselves
to
having
you
know,
the
interest
groups
coordinate
their
own
Twitter
spaces
events
to
say:
hey
once
a
month,
let's
review
what
you've
learned,
maybe
have
a
guest
speaker
to
interview
some
type
of
expert,
that's
in
the
in
the
field
of
vet
interest
group
and
and
if
we,
if
we
do
that
with
each
working
group,
and
perhaps
at
you
know
a
month
one,
a
monthly
Community
call.
C
You
know
we
had
like
what
five
five
Twitter
spaces
it's
at
least
once
a
week,
and
we
have
some
engagements
with
an
external
Community
I
think
is
really
good
with
using
Twitter
spaces.
I
also
think
that
you
know
the
virtual
conference
is
something
that
is
really
important
and
that
you
know
I
think
that
we
need
to
have
a
role
dedicated
for
managing
that
and
and
having
the
integration
with
the
token
engineering.
Academy
would
be
extremely
important
for
that
to
happen.
C
I
also
been
thinking
about
how
to
use
the
interest
groups
seasonally,
so
you
know
having
an
open
call
for
interest
groups
to
be
created,
and
then
they
work
throughout
the
year
to
you
know,
learn
and
have
this
incentive
to
participate
because
they
can
be
represented
within
that
digital
conference
at
the
end
of
the
year.
Once
that's
done,
those
interest
groups
dissolve,
and
we
have
an
open
call
for
new
topics
for
interest
groups
and
and
they
really
become
these
kind
of.
C
Like
really
short,
you
know
year-long
research
groups
at
the
end
of
the
day,
but
I
but
I
do
think.
There's
a
lot
of
methods
for
incentives
for
for
participating
in
things
like
Twitter
spaces
and
having
this
kind
of
external
communication
with
token
engineers
in
the
broader
community
that
we
want
to
reach
out
to
so
yeah.
E
E
Yeah
I
I
agree
on
those
points
and
the
fact
that
particularly
the
conference
is
going
to
be
or
could
could
potentially
be
very
critic,
important
development.
E
This
is
all
about,
but
Rex
was
saying
the
caliber
of
speakers
that
you
can
attract
and
in
ideally
coordinating
with
tea.
It's
a
kind
of
utilize,
their
special
knowledge
and
and
putting
on
events
like
this
would,
since
they
put
on
great
events,
would
be
really
useful.
A
Okay,
all
right
thanks
for
the
reporting
out
next
question
on
this
is
I.
Think
in
order
for
us
to
actually
make
progress
on
this,
we're
going
to
need
somebody
to
take
the
lead
in
terms
of
coordinating
this
and
then
also
probably
some
people
who
will
be
willing
to
act
as
advisors
in
this
work.
So
the
question
now
is:
is
somebody
interested
and
willing
to
take
a
lead
on
the
event
front.
G
I
wanted
to
say,
like
hasn't
the
name
of
myself.
I
would
like
us
to
be
the
most
like
onto
this.
I
mean
I,
don't
know
I'm.
C
I'd
be
willing
to
tag
team
this,
but
it
to
carry
it
all
like
solely
I
I.
My
focus
right
now
is
on
interest
groups.
So
you
know
this
is
this
comes
back
to
the
capacity
thing?
I
would
I'd
be
willing
to
do
the
advisory
stuff
and
perhaps
participate
in
helping
with
the
events.
If
multiple
people
wanted
to
attack
him,
certainly.
A
Okay,
so
Rex,
so
what
I'm
hearing
is
Nate
and
Gene
you'd
be
willing
to
act
in
an
advisory
role
in
Rex?
Are
you
saying
advisory
role,
or
would
you
be
willing
to
kind
of
take
the
lead
on
this?
How
are
you
feeling
capacity,
wise.
C
Yeah
and
and
I'll
turn
this
here
is,
you
know
looking
at
it
from
the
perspective
of
of
function,
because
you
know
when
it
comes
to
the
interest
group
stuff.
Yes,
I
I
can
incorporate
the
Twitter
spaces
into
the
work
of
the
interest
groups,
and
then
we
can
separate
things
like
the
community
call,
and
you
know
I
think
the
virtual
conference
itself
will
have
to
have
a
dedicated
individual
to
to
coordinate
that
I.
C
Think
that's
such
a
huge,
huge
project
that
we
need
to
have
somebody
in
in
a
role
dedicated
to
the
virtual
conference
like
right
now
but
like
in
terms
of
incorporating
Twitter
spaces
events
I,
think
acid,
laser
you're
going
to
have
to
be
a
core
component
of
that
in
terms
of
helping
to
you,
know
organize
the
the
setting
up
of
it
and
so
I
think
there's
a
lot
of
us
that
are
going
to
have
to
have
specific
functions
within
this
thing,
and
so
maybe
maybe
having
a
sole
role.
C
C
A
Yeah
I,
I,
I,
actually
I
feel
we
do
need
somebody
to
take
the
lead
on
this,
and
if
we
can't
find
that
and
actually
it's
too
bad,
that
Auntie
had
to
run
because
I
know
that
he's
interested
in
events
longer
term
like
the
conference
thing
was
something
that
he
was
really
interested
in.
A
So
I
can
follow
up
with
him
to
see
just
what
his
capacity
is,
but
I
think
if
we
don't
have
somebody
who's
kind
of
like
looking
at
the
overall
like
how
the
Tec
runs
its
its
meetings
at
and
events
I
think
it
may
be
a
little
bit
tough.
A
A
No,
it's
I
mean
it's
like
all
of
the
stuff
that
we've
been
having
over
the
past
couple
of
weeks
like
are
we
going
to
do
you
know
what
we
need,
somebody
to
kind
of
Drive
the
process
of
like?
Are
we
going
to
have
Community
calls
or
not?
And
what
would
those
look
like?
And
then
you
know
we
just
need
somebody
to
I
mean
I
I,
guess
I
could
do
it
I'm
a
little
bit.
Overloaded
and
I
will
be
overloaded
over
the
next
couple
weeks,
but
next
month
or
two
so
all.
G
G
Allow
people
to
kind
of
contribute
more
than
to
try
and
set
something
static,
because
then,
if
I
do
set
something
static,
then
it
would
have
to
then
it
would.
It
would
be
the
role
of
that
person
to
like
essentially
push
people
to
keep
to
a
regiment
and
just
have
my
own
regimen
of
one
interesting
discussion.
Every
couple
of
weeks
with
the
speakers
have
been
talking
about.
A
How
about
so
so
another
another
path
on
this?
So
so
let
me
do
this
I'm
going
to
follow
up
with
empty,
to
see
like
what
his
level
of
interest
is
in
this,
but
the
other
option
here.
So
you
know
this
is
kind
of
the
Democracy
model
right,
it's
like.
If
we
don't
have
the
energy
to
do
like
the
big
thing,
then
you
know,
one
option
is
to
just
fall
back
and
do
smaller
things
right.
A
A
I
So
I
think
what
this
looks
like
if
like.
If
there
were
a
community
manager,
the
community
manager
would
be
interested
in.
You
know
external
facing
Communications
and
events,
and
you
know,
while
we
don't
have
that
what
we
could
probably
do
together
is
just
create
a
list
of
the
kind
of
events
and
then,
if
somebody
wants
to
Champion
one
of
those
kinds
of
events,
great
the
ones
that
don't
get
championed,
just
don't
happen.
I
So
if
somebody
was
really
interested
in
championing
Twitter
space
events-
and
you
know
going
out
and
talking
to
potential
speakers-
and
you
know
doing
all
the
coordination
or
planning
for
the
speaker-
so
even
just
finding
the
speakers
and
and
like
maybe
we
can
make
the
the
coordination
process
more
streamlined
and
keeping
that
you
know
up
to
date
and
making
sure
that
that
happens
in
a
regular
schedule.
C
C
I
I
do
want
to
see
that
each
interest
group
at
least
represent
themselves
to
the
outward
facing
community
at
least
once
a
month,
if,
if
possible,
to
to
have
experts
within
the
field
of
that
particular
interest
and
and
help
them
build
a
network
of
of
experts
that
they
have
I,
think
that's
going
to
be
really
important
for
these
interest
groups
and
so
having
Twitter
spaces
and
having
opportunity
for
either
experts
to
come
and
interview
or
talk
about
a
particular
subject.
C
That's
really
important
and
something
that
I
could
definitely
coordinate,
and
then,
outside
of
that,
we
have
maybe
panels
on
like
you
know,
we
have
expert
panels,
Community
calls
and
so
like
I
can
definitely
take
the
interest
groups
aspect
of
it
and
if
we
can
all
just
tackle
like
one,
you
know
piece
of
it.
That
would
be
really
great
I.
Think
it's
a
really
good
solution
for
foreign.
G
Are
we
gonna
have
them
at
all?
Should
we
just
kind
of
scrap
them
and
then
do
them
as
a
as
a
like
special
events,
basis.
A
Yeah
I
mean
that
seems
to
be
kind
of
the
model
we're
moving
to
like
having
you
know.
Maybe
Tam
was
mentioning
like
a
steward
celebration
and
then
I
think
we
should
have
like
the
year
like
one
year
anniversary.
You
know
celebration
for
the
launch
of
the
bonding
curve
and
you
know
the
launch
of
the
TC.
A
So
we
can.
We
can
move
it
more
that
way
and
have
those
just
be
special
events
driven.
You
know
kind
of
celebration,
type
things.
C
Yeah
I
think
the
only
other
aspect
of
the
community
calls
that
I
think
are
really
important.
Are
things
like
funding?
You
know
communicating
with
token
holders
and
stakeholders
about
funding
opportunities
within
Gardens.
C
You
know
big
decision
making.
You
know
things
of
that
nature,
it's
where
we
can
host
it.
So
so
we
don't
necessarily
especially
if
we
have
you
know,
consistent
panels
that
are
being
presented
on
Twitter
spaces
in
the
interest
groups
being
presented
on
Twitter
spaces.
A
So
just
to
clarify
where
we
are
kind
of
netting
out
here
is
the
idea
of
having
fixed
calls
on
a
regular.
Recurring
basis
is
going
out
the
door,
and
these
are
more
like
opportunity,
driven
events.
I
B
Okay,
yeah
I
was
just
gonna
share.
Some
some
thoughts
on
these
as
well.
I
do
think
that
we
should
kind
of
like
keep
this
idea
of
of
Simplicity
radical
Simplicity
in
everything
we
do,
including
the
events
so
I
think
if
we
think
this
is
the
best
way
right
now
to
just
not
have
fixed
events,
because
we
don't
have
the
capacity
the
capacity
or
the
people
to
to
do
them.
B
I
think
it's
a
it's
a
good
thing
to
do
it
that
way,
but
I
also
think
that
it
would
be
important
to
to
do
have
like
a
dedicated
role,
in
instance,
for
this,
have
these
flexible
events
or
not
fixed
events
happening,
but
to
have
like
some
person
that
is
responsible
for
and
and
what
I
was
wanted
to
say
is
that
I
don't
think
it
means
that
the
this
role
would
take
care
of
doing
all
the
work
doing
everything.
B
B
That
should
be
the
case
of
not
having
one
person
have
to
carry
all
the
loads
of
of
the
work,
but
more
having
this
role
as
the
person
to
be
the
kind
of
like
the
touch
Point
like
the
contact
like
the
decision
maker
in
this
area,
you
know
to
be
the
the
coordinator
or
the
facilitator
for
this
type
of
decisions
in
terms
of
events.
I
think
that
would
really
really
help
us
right,
because
then
it
would
be
really
easy
for
anyone
here.
That
has
a
question
related
with
events.
B
D
G
I,
don't
think
it'll
be
too
much
work,
because
if
this
is
a
more
having
this
on
a
more
flexible
basis,
then
it's
just
a
matter
of.
A
That's
awesome
and
here's
the
other
thing
too.
The
other
good
news
is
that
you
know
the
thing
about
these
roles
is
we're
trying
to
design
it
in
such
a
way
that
you
know
somebody
can
run
with
them
for
a
while
and
if
you
feel
like
hey
I
need
to
you
know
hand
this
off.
I
can't
do
this
now,
then
we'll
find
somebody
else
who
can
pick
it
up
too.
A
So
part
of
what
part
of
the
reason
for
this
design
is
to
you
know,
make
make
it
easy
to
move
from
one
person
to
the
next
so
Rex.
Do
you
want
to
just
check
in
with
NT
I
can
too,
but,
like
just
see
like
make
sure
that
he's
I
think
he
was
interested
in
this
area
potentially,
but
like
just
between
the
two
of
you
just
like
just
check
in
and
see.
If
he
wants
to
do
this
or
if
you
know,
if
you
want
to
do
it
and
then
just
let
me
know,
and.
A
Okay,
all
right
cool,
that's
great!
Thank
you
for
stepping
up
Rex
and
thanks
everybody
for
your
willingness
to
help
out.
So
basically,
what
we've
ended
up
here
with
is,
you
know,
Nate
being
kind
of
like
the
primary
point
for
interest
group
meeting
coordination
panels
which
I'm
still
not
sure
I
fully
get
but
Rex.
A
That's
you
Community
calls,
basically
nobody
right
now
and
these
are
kind
of
ad
hoc
and
then
we
will
and
then
Rex
is
kind
of
the
overall
coordinator
and
and
checking
with
NT
on
this
okay.
G
Sounds
good
I
mean
piles
just
so
I
explain
it
it's
as
simple
as
I.
Don't
know,
I
want
to
do
find
a
topic.
I,
don't
know
the
intersection
between
token
and
Junior
politics
and
then
give
account,
give
some
sort
of
initial
discussion
point
and
a
couple
of
ideas
and
then
bring
the
blockchain
Socialist
and
a
couple
of
others
to
just
discuss
that.
You
know
the
intersection
between
token
engineering
and
politics,
and
it's
like
that's
just
one
I
thought
about
which
would
be
one
of
the
first
ones
if
I
can
get
all
right.
A
Yeah,
it
sounds
super
interesting
and
you
know
the
other
thing
is
to
we
can
we
can
do
some
kind
of
informal
polling
too,
with
just
the
community
to
just
see
what
people
are
interested
in?
That
might
be
a
good
source
for
like
potential
topics
too
so
between
each.
You
know
each
one
of
us
having
like
our
own
kind
of
inspired
things,
we're
interested
in
and
then
polling
the
community
that
we'll
probably
end
up
with
some
good
topics.
So
that's
cool
all
right,
good
I
feel,
like
that's
a
great
that's
a
great
step
forward.
A
Thank
you,
everybody
all
right
so
now
accountability,
so
we're
running
a
little
bit
short
on
time.
My
guess
is
that
we
may
not
get
to
the
last
time,
but
that's
okay.
We
can.
We
can
turn
to
it
in
in
January
when
we
get
back
because
I
think
we
made
good
progress
on
on
this
other
topic
before.
But
let's,
let's
get
into
the
accountability
thing.
So
this
is
actually
something
that
we
said
that
we
were
going
to
do
in
the
proposal
to
the
Community.
A
Is
you
know?
How
does
this
team
hold
itself
accountable
to
the
broader
community
and
we
kicked
off
this
call
with
just
like
some
discussions
about
what
accountability
means
to
each
of
us.
You
know
I,
think
the
challenges
I
mentioned
is
that
you
know
we
don't
have
a
manager
model
right.
That's
like
the
tried
and
true
way,
tried
and
true
way
of
of
handling
accountability
in
so
many
organizations,
but
we're
not
doing
that
and
I
guess.
A
The
first
assumption
is,
like
we've
lost
a
number
of
people
here:
okay,
okay,
well,
all
right,
we'll
keep
going,
but
I
think
I.
Think
one
of
the
the
key
questions
is
it's
more
work
to
do
this
in
a
decentralized
way
than
having
a
manager
I,
but
I
think
it's
it's
definitely
worth
doing,
but
I
just
want
to
make
sure
everybody
is
cool
with
us
moving
in
this
direction.
You
know
this
is
kind
of
this.
Is
the
web
3
Model,
but
I?
C
Yeah
I
mean
this
is
kind
of
a
fundamental
issue
within
web
three
and
so
I
think
finding
the
right
mechanisms
that
work
that
are
taken
to
both
consideration
of
like
personal
Dynamics
and
you
know,
oversight
and
systems.
Those
checks
and
balances
is
really
important
to
create,
but
a
little
bit
difficult
in
the
current
environment.
So
yeah.
A
Okay,
so
there
are
kind
of
two
Notions
here
that
we
called
out
in
the
in
the
proposal.
One
is
accountability
to
one
another
which
I'm
referring
to
as
Fellowship,
which
is
like
you
know
doing
what
we
commit
to
so
that
work
doesn't
fall
on
somebody
else
or
getting
lost,
and
then
the
other
is
accountability
to
the
community
and
the
commons
which
for
right
now
I'm
just
calling
stewardship,
which
is
basically
like
we
become
you,
know,
kind
of
the
primary
point
of
coordination
for
the
work.
That's
getting
done
in
the
Commons.
A
That
doesn't
mean
we're
doing
it
all,
of
course,
but
in
terms
of
like
coordinating
and
project
managing
and
making
sure
that
it's
getting
tracked,
that's
us,
and
so
that
was
that
was
something
that
came
out.
There
was
some
of
the
feedback
that
came
out
from
the
some
of
the
calls
and
and
individual
feedback
I
got
on.
A
That
proposal
is
just
like
how
do
we
make
sure
that
this
team
is
accountable
to
the
broader
community,
so
I'm,
assuming
that
so
I'll
pause
there
for
a
second
any
comments
on
this,
this
two
aspects
of
accountability,
one
to
each
other
and
the
other
to
the
community.
A
C
Go
ahead,
no
I'm,
just
gonna,
say
I.
Think
it's
a
good
way
to
look
at
it.
I
I
think
you
know.
Accountability
to
the
community
is
a
little.
You
know
it's
it's
a
little
easier
to
explicitly
State
than
it
is
the
accountability
to
each
other,
because
there's
there's
so
many.
You
know
it's
such
a
dynamic
situation
when
it
comes
to
staying
accountability
to
one
another,
because
there's
a
lot
of
communication
workflows,
parallels,
you
know
integrated
functions
that
that
we
rely
on
each
other
for
and
so
I
think.
A
I
think
that's
true,
so
one
thing
I
just
wanted
to
touch
on
is
just
the
values
that
guide
this.
You
know
obviously
I
think
this.
Whatever
model
we
assume
here
should
align
with
the
values
of
the
Tec
and
I
was
also
looking
at
three
other
specific
ones.
A
That
I
thought
I'd
mention
what
which
is
like
fairness
and
then
being
outcomes,
oriented
and
then
simple,
so
I
just
want
to
take
a
sec
to
see
like
did
those
make
sense,
and
are
there
other
things
that
we
should
be,
including
in
this.
B
I
feel
that
probably
this
would
need
a
probably
more
time
or
or
like
a
dedicated
call
to
to
review,
because
because
I
I
do
think
that
it
would
be
really
nice
to
review
and
to
to
revisit
all
the
values
that
the
TC
has
and
I
also
see
this
differentiation
between
values
and
principles,
and
for
me
that
has
been
that
has
become
like
more
obvious
here
on
the
web
3
space
and
just
to
mention
an
example.
You
know
I
feel
like
values
are
more
like
human
kind
of
like
human
centered.
B
In
a
way
you
know,
like
you
know
like,
like
fairness,
like
you
know,
like
oh
I,
forgot,
I,
I
learned,
a
bunch
of
them
would
be
a
related
with
more
with,
with
the
actual,
how
the
humans
behave
and
how
the
humans
are,
and
then
the
principles
are
more
like
things
that
the
way
we
do
things,
for
example,
a
decentralized
right
for
me,
that
would
be
a
principle
and
not
a
value
or
transparency
right.
That's
that's
just
like
the
way
we
do
things
and
values
is
more
like
the
way.
B
The
the
way
we
behave
as
people
in
the
Tec,
so
I
feel
there's
a
really
good
and
really
important
conversation,
at
least
to
me,
in
trying
to
come
up
with
with
this,
with
these
values
and
and
principles,
but
for
now
I
I
completely
agree,
I
think
these
fairness
outcome
oriented
and
simple.
At
least
it
really
describes
what
we're
trying
to
here
and
now
through
these
kind
of
like
Steel
type
of
transformation
process.
So
so
yeah
I
agree
with
that.
A
I
I'm
gonna
have
to
run
soon,
but
I
also
want
to
say
I
love
that
we're
having
this
conversation,
we
of
course
have
decades
entries
of
you
know
experience
around
holding
you
know.
Small
teams
hold
each
other
accountable
in
sports
in
communities
in
in
companies.
I
think
there's,
there's
many
different
methods
we
can
use
to
achieve
this.
I.
Don't
think
we
need
to
build
something
from
scratch
necessarily,
but
we
could
just
sort
of
lean
towards
a
methodology
that
works
the
best
for
for
how
we
want
to
do
it.
I
A
D
A
Right,
let's,
let's
move
forward
on
this,
it's
it's
actually
unfortunate
that
this
has
gotten
so
small
I
think
it's
hard
to
do
this
right
before
holidays.
A
Well,
let's
we'll
keep
going
and
just
know
that
some
of
this
we
may
need
to
come
back
to
and
bring
this
back
to
the
group
again,
because
I
feel
like
some
of
these
things,
we
really
do
need
to
have
a
complete
buy-in,
or
at
least
participation
on,
but
okay.
So
here's
some
of
the
things
that
I
was
thinking
about
is
like
impact
or
hours
right
like
and
bear
and
I
were
talking
about
this
earlier.
It's
like
there's
some
combination
here,
like
hours
kind
of
maps
to
the
idea
of
fairness.
A
A
You
know
that
we're
all
created
equal
and
then
the
other
is
impact
right,
which
is
like
actually
in
some
ways
we're
not
created
equal,
because
some
people
have
like
much
bigger
impact
than
others
with
their
given
time.
So
having
some
kind
of
balance
on
that
seems
like
a
a
smart
way
to
go,
and
the
question
is
how
I
think
so.
A
What
we've
talked
about
is
basically
for
the
impact
is
articulating
Expectations
by
role
and
then
having
some
way
of
assessing
whether
or
not
those
expectations
have
been
met
like
are
we
actually
achieving
those
outcomes
and
so
that
that
that's
kind
of
like
the
end
of
the
day,
I'll
just
summarize
this,
basically,
rather
than
going
through
each
one
of
these
points.
Basically,
what
bear
and
I
were
looking
at
is
a
is
there
a
way
where
we
can
just
say
yeah.
A
We
want
people
to
basically
track
their
hours,
but
we're
not
going
to
be
doing
like
a
card
punch
kind
of
thing
like
a
time
card
kind
of
thing.
It's
like
an
80
20
rule
like
let's
just
make
sure
that
people
are.
You
know
taking
if
you're
going
to
be
receiving
the
resources
of
the
commons,
which
are
pretty
scarce
that
you
know.
You
are
investing
time
in
doing
the
work
here
and
that's
one
thing,
but
you
know
what
we
would
do
is
basically
for
each
role.
A
Do
some
type
of
an
estimate
of
how
much
time
we
think
that
role
is
going
to
take
and
then
just
basically
kind
of
know
that
we'll
come
up
with
one
some
way
of
holding
each
other
and
providing
feedback
to
each
other
so
that
we
can
say
at
the
end
of
the
period
like
yeah.
You
know,
Nate
did
basically
all
the
stuff
that
is
in
that
role.
A
He
accomplished
it
and
we,
you
know,
or
you
know,
bear
did
all
of
the
stuff
that
was
in
that
role
over
the
course
of
this
last
month,
and
we
assumed
that
because
he
did
all
that
and
because
we
see
him
doing
all
that
stuff.
That.
E
A
Know
and-
and
we
also
assume
that
he's
being
honest
about
the
number
of
hours
that
he's
investing
in
doing
that,
and
we
just
trust
each
other.
That's
like
yeah,
if
you're
getting
your
work
done,
and
we
know
that
you're
you're
here
we
see
you
regularly
like
we're
not
going
to
like
do
the
like
Nitty
Gritty
follow-up
of
like
how
many
hours
you're
actually
doing
it's
just
like
you
know.
A
We
have
80
confidence,
that's
like
you're
you're
spending
that
time
and
that
what
we're
really
doing
is
putting
some
more
emphasis
on
holding
each
other
accountability
for
actually
achieving
the
goals
of
the
roles.
So
let
me
stop
there.
That's
kind
of
the
philosophy
that
we're
thinking
about
so
I
just
want
to
stop
and
just
get
some
feedback
on
that.
C
Yeah
so
I'm
very
much,
maybe
that
I'm
very
much
against
the
hours
and
it
does
map
the
fairness.
I
didn't
I
get
that
I
think
that
the
outcomes
is
more
important.
C
I
think
that
you
know
it's
very
hard
to
verify
anybody's
claim
of
how
many
hours
they
put
into
it,
and
even
myself,
like
I,
probably
put
in
a
little
more
hours
thinking
about
how
to
do
something
than
actually
executing
on
it,
and
it's
really
hard
to
to
track
that
and
so
I
think
that's
really
difficult
to
gauge
or
verify,
and
so
I
I
kind
of
you
know.
C
Instead
of
trusting
whether
you
know
they've,
you
know
putting
somebody,
you
know
trusting
the
amount
of
hours
somebody's
put
into
it,
but
rather
shifting
that
trust
towards
trusting
that
they
have
a
good
understanding
of
their
own
capacity
for
work.
C
You
know
if
we
base
things
off
of
the
impact
of
mapping
the
outcomes
and
say:
hey
you've
done
this,
and
perhaps
you
know
if
it's
like:
let's
use
acid
laser,
for
example,
he's
running
the
Twitter
and
external
communication
stuff
right
now
and
if
he,
if
he
consistently
achieves
and
meets
expectations,
you
know,
regardless
of
how
many
hours
he
puts
towards
it,
I
think
the
trust
has
to
be
on
saying:
hey,
can
you
take
more,
is?
Is
it
a
yes
or
no?
Can
you
take
on
more
work?
Yes
or
no?
C
That's
where
the
trust
should
lie
rather
than
saying
you've
hit
some
type
of
threshold
of
hours
to
you
know,
determine
whether
you
have
capacity
for
more
work,
or
you
know
some
sense
of
fairness
towards
the
the
Greater
Community
or
a
greater
group,
but
I
do
think
that
the
impact
on
on
outcomes
is
really
really
important
to
evaluate
and
probably
something
that
we
should
do
publicly
and
together
periodically.
C
E
B
Ahead:
yeah
yeah
I,
you
know
we
I
agree
with
Nate
as
well.
I
do
think.
Ours
are
probably
not
the
ideal
way
to
track
people's
work,
but
here
the
other
problem
that
I
see
is
in
regards
with
compensation
right
with
payments.
I
think
that's
kind
of
like
that.
When
we
talk
about
that,
it's
kind
of
like
the
opposite,
it's
way
easier
to
pay
hourly
than
to
pay
by
impacts
right.
So
now,
here
I
think
the
question
would
be
if
we
would
move
to.
B
If
we
would
try
to
move
into
more
like
impact
to
oriented
roles
and
work
and
outcomes.
How
would
we
compensate
that
how
at
least
more
like
an
open
question,
or
maybe
Nate?
Do
you
have
a
you?
Have
some
ideas
on
that?
How
can
we
quantify
that
and
actually
put
a
put
an
amount,
a
monthly
amount
or
or
I,
don't
know
to
to
to
pay
contributors
for
that
work?.
C
So
my
thoughts
around
the
compensation
aspect
are
really
I.
Think
the
most
productive
thing
that
we
can
do
is
understand
like
give
people
the
assurance
that
they're
going
to
get
an
expected
amount
of
compensation
for
an
expected
amount
of
work,
that
equation
of
being
like
hey,
I'm,
I'm,
taking
care
of
this.
This
is
what
I'm
getting
compensated
for
and-
and
that
means
you
know,
each
person
within,
for
example,
who's
being
compensated,
has
a
minimum
amount
of
responsibility.
C
So,
let's
say
hey
here:
everybody
must
have
a
specific
role
over
something
and
that
specific
role
you
know-
and
maybe
some
some
additional
role.
Maybe
maybe
it's
two-year-olds
who
knows
whatever?
Whatever
our
minimum
form
of
responsibility
is,
can
you
qualify
for
you
know
a
flat,
you
know
we're
all
equal,
equal,
stipend,
whatever
compensation,
salary
and
I
think
that
is
the
best
way
to
do
it.
C
I
think
that
you
know,
even
if
you
know
you
have
a
down
month
or
maybe
there's
not
a
lot
of
work
to
do
within
your
comms,
and
you
know
it's
still
having
that
security
of
saying
hey
as
long
as
I
get
these
outcomes
accomplished.
This
is
the
price
point
on
those
outcomes.
I
think
is
really
the
best
way
to
go
about
doing
it.
C
Tracking
hours
is
good
and
it
may
save
us
some
money
in
the
long
term,
but
I
don't
think
it's
worth
the
security
and
comfortability
for
the
people
who
are
contributing.
You
know
all
these
hours
towards
the
the
productivity
of
the
Tec,
so
I
do
think
that,
having
that
consistent
amount
of
work
for
a
consistent
amount
of
pay
is
it's,
you
know
that
consistency
is
really
really
important,
but
wait.
A
C
You
know,
and
we
tried
to
spread
that
capacity
and
I
know
that
certain
roles
may
be
less
than
others
and
that's
the
difficult
part,
and
it
may
be
beneficial
to
track
the
hours
for
like
the
first,
you
know,
six
months
or
so
just
to
see
how
much
time
it
it
actually
takes.
For
somebody
to
achieve
a
certain
role
and
and
to
say
hey,
this
is
you
know
you
have
a
lot
less
capacity
than
you
know.
C
You
have
a
lot
more
capacity
to
meet,
so
you
know
you
have
to
meet
this
threshold
and
then
everybody
gets
a
salary
but
yeah
I
I
do.
That
is
exactly
what
I'm
saying.
A
So
let's
say
that
acid
just
wanted
to
do
tweets
right
in
that
model.
It
would
mean
that
so
let's
say
that
there's
not
to
pick
on
mass
of
it
like
that.
That's
a
very
concrete
role
right,
but
it
could
be,
it
could
be.
You
know,
could
be
anything
right.
Let's
say
that
it's
it's
a
role
that
is
just
like
maintaining
the
calendar
right,
which
is
not
something
that's
going
to
take
that
long.
A
If
that's
the
only
role
of
that
you
just
I
think
the
problem
with
that
approach
is
that
it
forces
us
to
say
It's,
All
or
Nothing
Like
You
have
to
take
on
a
bunch
of
roles
so
that
it's
fair
for
everybody
and
there's
not
really
a
way
for
somebody
to
just
come
in
and
say
like
I
want
to
take
on
this
and
that's
it.
C
Yeah
I
think
this
structure
has
a
lot
to
do
with
it.
Yeah
right
there.
B
Oh
sorry,
yeah
I
was
just
gonna
say
that
also
I
think
another
factor
to
to
throw
into
the
mix
and
consider
is
this
idea
of
like
the
complexity
of
each
role
like
again
using
these
cases,
like
probably
one
thing
is
to
just
do
the
tweeting,
you
know
like
you,
have
to
it's
already
written
and
just
post
them
on
Twitter.
You
know,
I,
think
that
has
different
different
complexity
than
actually
taking
the
time
and
writing
the
threads
right
and
and
really
putting
the
ideas
together.
B
A
Yeah
I
think
this
is
the
challenge
of
going.
You
know
like
what
we're
going
to
find
I
think
is
that
there's
a
tension,
a
polarity
that
naturally
exists
between
fairness
and
impact
and
I
mean
this
kind
of
this
is
just
a
general
thing
that
exists
in
the
world
of
work
like
egalitarian
egalitarianism
versus
kind
of
there's
like
two
forms
of
fairness,
one
is
egalitarian
and
the
other
is
like
I
worked
hard
and
I.
You
know
I
work
harder
than
that
person
and
I
got
more
done.
A
Why
is
it
fair
that
we
both
get
paid
the
same?
This
is
like
this
is
like
an
eternal
challenge,
so
I
I'm
just
a
little
I'm
a
little
bit.
It
worries
me
to
go
to
skew
too
far
to
to
the
egalitarian
thing
where
it's
like
it
doesn't
matter
what
you
do
here.
Everybody
gets
paid
the
same.
That
would
be
I,
think
that
could
serve
as
kind
of
a
a
disincentive.
C
Yeah
I
I,
don't
disagree
with
any
of
that,
like
it's
a
very
hard
subject
and
I
think
that
competent.
This
is
what
we're
missing
in
web3
in
general,
is,
is
a
compensation
model.
That
is,
you
know,
simplistic
enough
for
people
to
implement,
because
you
introduce
a
lot
of
subjectivity
and
we
can
normalize
that
subjectivity.
If
it,
you
know,
means
like
hey,
have
having
tears
of
like
grading
each
other's
outcomes.
C
You
know
if
there's
a
way
to
distinguish
between
you
know
evaluating
once
a
month
going:
hey,
you
know,
acid,
you
you
did
these
tweets,
but
it
was
just
kind
of
copy
and
paste
tweeting
versus
hey.
You
took
time,
to
put,
you
know,
effort
into
every
single
thread
and-
and
we
want
to
qualify
that
that
works
separately
from
you
know,
just
copy
pasting
and
so
like
I,
think
that
that
is
something
that
is
really
important
to
have.
C
If
we're
going
to
go
this
route
or
we
have
this
fairness
or
ours,
where
we
have
to
evaluate
each
other's
work
subjectively
as
a
group
and
being
open
to
that
and
normalizing
that
and
making
sure
that
we're
you
know
compensating
each
other
fairly
because
because
then
then
like
it
just
if
you
don't
have
the
egalitarian
approach,
then
you
just
open
everything
up
to
conflict
and
and
that's
the
other
flip
side
of
the
coin
and
so
I
I
think
this
is,
you
know,
really
tough
decision.
I
personally,
you
know
favor.
C
The
kind
of
you
know,
consistency
of
compensation
for
work
and
and
then
mitigating
quality
and
expectations
and
accountability
on
on
the
back
end,
but
I
think
that's.
It
is
both
sides
are
fair.
You
know
and
I'm
willing
to
try
anything
but
yeah.
A
So
so
the
one
so
the
if
we,
if
we
said
for
sake
of
assumption
right
now
that
you
know
there
are
roles
that
take
more
time
than
others,
and
there
are
roles
that
are
just
objectively
harder
or
maybe
subjectively,
but
but
I
think
that
part
of
this
is
like
you
know
some
of
these
roles.
You
know
I,
don't
I.
F
A
To
say
this
role
is
you
know,
Rex's
role
doing
this
is
more,
is
more
difficult
than
Nate's
role
doing
that
right,
like
that
gets
difficult,
but
we
could
probably
tear
stuff
until,
like
you
know,
you
know
basic
medium
high
levels
of
complexity
and
a
role
having
to
do
with
uncertainty
and
other
kinds
of
things.
Yeah.
C
My
only
other
comment
getting
I'm
sorry
is
that
you
know
if
this
was
you
know,
kind
of
these
were
like
high-paying
jobs.
C
I
would
very
much
be
on
board
with
the
kind
of
you
know,
meritocracy,
type
of
approach
towards
compensation
and
I
I
think
that's
important,
but
but
considering
you
know,
it's
not
like
we're
dealing
with
a
lot
of
money
here
in
terms
of
compensation
in
all
honesty
and
so
and
so
having
that
be
subject
to
you
know,
the
meticulous
evaluation
of
every
little
action
or
role
is
really
hard
to
to
justify.
Imagine.
A
Yeah,
that's
fair,
I!
Think,
that's
that's
a
good
point.
It's
hard
to
I
mean
one
just
a
sheer
amount
of
work
trying
to
assess
all
of
that,
especially
in
a
fast-paced
like
Fast
changing
world
like
this.
A
That
is
the
part
that
does
give
me
pause
on
this,
but
I
mean
because
I
I
think
also
like
there
are
some
things.
I
think
we
can
try
to
capture
like
you
know
the
events
stuff,
the
stuff
that
we've
captured
so
far
I
think
is.
We
captured
it
because
it
was
stuff
that
needed
to
get
done,
but
yeah
trying
to
capture.
All
of
that
is
you
know
it's
going
to
be
an
ongoing
process.
A
If
we
go
down
that
route,
but
I
do
you
know
like
one
of
the
things
one
of
the
things
that
was
really
a
problem
for
the
Tec
I
mean
honestly
over
the
summer,
and
even
before
that
was
we
definitely
had
a
lot
of
people
not
a
lot.
There
was
a
handful
of
people
who
were
in
the
TC,
ostensibly
in
roles
where
they
were
supposed
to
be
doing,
work
and
getting
stuff
done
and
they
were
getting
paid.
A
But
there
wasn't
that
accountability
there,
and
so
you
know
there
was
a
lot
of
people
who
were
kind
of
like
I
I,
don't
if
there
was
some
extraction.
Let's
just
leave
it
at
that
that
you
know
there
were
cases
where
people
were
getting
paid
for
Stuff,
where
they
weren't
really
following
through
on
things
and
I,
think
that
that's
part
of
the
feedback
that
we
got
as
we
were
proposing
this
new
team
as
like.
How
do
we
make
sure
that
the
team
that.
C
Yeah,
in
my
my
honest
opinion,
I
I'm
I'm,
a
big
favor
of
the
the
egalitarian
around
them
for
just
saying:
hey,
we
all
get
compensated
same
and
then
we
have
rigorous,
rigorous
accountability
methods
in
terms
of
like
evaluating
each
other's
work
and
having
thresholds
and
saying
hey
here,
here's
you're
falling
behind
or
you're,
not
fulfilling
your
outcomes,
and
we
have
those
honest
conversations
and
maybe
having
these
kind
of
graduated
sanctions
of
saying,
okay,
yeah
but
yeah
until
next
month
too,
to
remedy
this,
or
we
can
make
a
decision
to
push
somebody
out
or
find
something
new
for
for
that
coordination
role.
C
I
I
would
much
rather
have
that
conversation
than
to
base.
You
know
invite
conflict
and
base
subjectivity
to
that
level.
We're
dealing
with
this
amount
of
money
and
dealing
with
you
know
this
team
that
is
generally,
you
know,
has
the
best
interests
at
heart.
So
I
I
think
that
you
know
having
that
kind
of
meticulous
evaluation
is
kind
of
unnecessary
and
I
think
we
should
keep
it
as
simple
as
possible.
C
A
Maybe
what
we're
doing
is
coming
up
with
like
kind
of
tears
of
participation,
because
I
I
do
the
the
thing
that
worries
me
a
little
bit
about
what
you're
talking
about
where
everybody's
paid
the
same
is
it.
It
makes
it
really
difficult
for
somebody
to
say,
like
hey,
I'm
here
and
I'm,
really
in
it
and
I'm
I'm
willing
to
invest
like
a
lot
of
time
and
then
for
somebody
who's
like
hey.
F
Aspect
that
just
really.
C
So
so,
do
you
see
like
having
some
type
of
like
articulated
threshold
of
expectations
that
are
that
need
to
be
met
in
terms
of
maybe
you
know,
you
have
a
role.
You
have
these
amount
of
hours
that
you
need
to
contribute.
These
need
to
be
verified
by
you
know
a
particular
partner,
or
you
know
the
budding
system
that
was
mentioned
by
I.
C
Think
you
mentioned
it
that
Griff
talked
about
it
with
given
how
they
do
it
there,
maybe
some
type
of
system
where
we
can
have
that
type
of
rigorous
accountability
where
it's
like.
C
As
long
as
you
make
these
minimum
thresholds,
then
you're
good,
and
if
not,
we
really
need
like
I,
think
the
big
part
of
this
is
just
having
normalizing
this
evaluation
of
each
other
and
being
completely
brutally
honest
with
each
other
and
saying
hey,
you
know
you
you're
slacking
behind,
and
we
need
to
figure
out
why
I
think
those
are
the
most
beneficials
exactly
yeah.
A
I
mean
I
think
the
new
part
here
so
so
yeah
I
haven't
been
focusing
on
that
part
as
much,
but
there's
the
assessing
impact
part
Bears
still
interested
in
coordinate
that
that
might
be
a
path
for
doing
that.
A
Giveth,
we've
gotten
a
bunch
of
resources
on
that,
and
there's
also
just
like
the
old-fashioned,
like
360
reviews
right
like
that
those
are
pretty
good
too.
Actually
we're
just
like
being.
You
know,
Anonymous
reviews
of
each
other.
A
So
but
the
thing
that's
nice
about
the
giveth
model
is
that
that
kind
of
pairs
that
with
like
a
buddy
system
where
you
have
somebody
who's
there
to
kind
of
like
help
like
almost
like
a
peer
mentor
to
kind
of
help.
You
work
through
issues
and
help
you
with
your
performance
and
that
kind
of
stuff
provide
that
kind
of
feedback.
A
So
these
three
things
am
I
sharing
my
screen
still
yet
so
these
three
things
are
kind
of
like
how
we
might
do
that
and
that's
part
of
what
bear
would
go
and
help
us
think
through,
but
I
guess
what
I'm
getting
at
is
whatever
that
is
pairing
that
with
maybe
something
and
bear.
This
is
kind
of
a
new
thing
is
rather
than
like.
Having
each
person
have
like
some
specific
number
of
hours.
A
It
might
be
just
like
easier
for
us
to
go
like
tier
one
tier
two
tier
three
or
something
like
that
where
it's
like
you
know,
your
number
of
roles
is
like
you
just
have
one
relatively
simple
role,
so
you're
kind
of
on,
like
the
simplest
tier,
and
so
that's
like
assuming
this
many
hours
a
week
roughly
and
that's
what
you
know
you
would
get
paid
in
this
band
and
then
like
the
next
level
up,
you
know.
B
Yeah
I,
I,
I,
I
I,
do
think
it's
it's
a
really
interesting
idea
that
I
think
it
should
be
worth
trying
it
out
now
that
I'm
thinking
about
it
because
he's
these
ideas
trying
to
to
meld
together
kind
of
like
these
two
approaches,
because
I
do
get
a
lot
of
the
things.
B
Nate
is
mentioning,
and
also
something
that
really
struck
me
that
you
that
you
said
Nate
is
that
at
the
end,
the
people
that
are
here
they
have
all
the
best
intentions
of
working
here
and
doing
the
best
for
the
teas
he
arrived.
So
I
think
that
the
best
we
can
do
is
just
to
try
to
facilitate
the
best
and
the
most
simple
and
the
and
the
easier
conditions
for
them
to
to
do
what
they
what
they
are
here
to
do
right.
B
So
if,
if
maybe
going
too
deep
into
the
hours
tracking
hours,
and
all
of
that
could
cause
more
harm
than
good
I
think
it
would
be
really
worth
to
to
see
a
an
alternative
and
I
think
this
idea
of
Tears
it's
actually
pretty
good
and
Joseph
I
was
just
gonna,
say
you
that
maybe
also
another
I
think.
B
If
we
divide
them
by
Tears,
like
let's
say
these
three
tiers
could
be
even
easier
to
to
measure
or
to
differentiate
the
impact
between
each
of
the
roles,
but
not
much
in
hours,
but
more
in
like
the
activities
that
are
done,
for
example,
I'm
thinking
that
if
we
have
these
three
tiers,
for
example,
the
role
of
the
video
recorder
I,
think
that
could
be
on
tier
three
I.
Think
that
doesn't
require
much.
It's
not
that
complex.
It
doesn't
require,
probably
as
much
time.
But
what
I'm
saying
is
that
is
not
that
complex
right.
B
I
think
that's
the
that's
the
key
thing
for
me.
We
could
easily
just
put
it
on
that
here,
but
then,
probably
you
have
the
the
interest
groups
coordinator,
that's
probably
tier
one,
because
for
the
type
of
activities
and
the
type
of
accountabilities
that
it
has,
it
does
sound
more
complex
right.
So
maybe
it
would
be
dangerous.
A
matter
of
trying
to
attach,
like
a
monthly
amount,
a
monthly
compensation
to
each
of
these
tires
and
just
try
it
out
and,
and
we
can
start
adjusting
accordingly
but
I've
been
saying
it's.
C
I
I
I
I
like
that
a
lot
actually,
the
tears
idea
is
really
nice,
especially
with
the
with
the
roles
that
you've
defined,
like
you've,
articulated
the
responsibilities
and
roles
of
a
particular
role
and
so
having
a
grade
for
them.
You
know
a
tier
grade
for
each
of
those
roles
based
off
of
like
what
we
perceive
at
the
beginning
and
then
say
Hey.
You
know
you
know
the
person
who
owns
that
role
can
look
at
their
responsibilities.
C
In
that
description,
that
you've
created
and
say
hey,
you
know
I've
actually,
I
actually
do
a
lot
more
so
like
if
it's
just
you
know,
if
it's
Twitter
and
you're
just
doing
tweets
and
ask
the
laser
says:
hey
well,
I'm,
also
organizing
all
these
Twitter
spaces
and
all
this
other
stuff,
so
you
can
say:
hey
can
I!
C
You
know
I
want
to
propose
that
this
move
up
to
the
next
tier,
and
we
have
some
way
of
evaluating
that
promotion
of
of
that
that
particular
work
or
that
job
to
to
the
next
tier,
and
you
know,
and
that
way
each.
We
have
that
kind
of
feedback
between
the
people
who
are
responsible
for
that
particular
role
and
what
they're
being
compensated
for
and
when
we
just
kind
of
collectively
evaluate
that
as
a
group
to
say,
hey
yeah.
C
This
makes
sense,
he's
gone
beyond
the
role
to
to
be
exceptional
and
to
have
these
great
outcomes.
And
you
know:
we've
moved
them
from
tier
one
to
tier
two
or
tier
two
tier
one
or
tier
three
to
tier
two
and
and
so
I
think
that
would
be
a
really
interesting
model
to
to
try
to
practice
with
it's
really
cool.
A
A
Is
it
jobs
that
are
tiered
like
for
a
person,
the
combination
of
roles
that
they're
taking
on
or
are
we
tearing
the
roles
themselves
or
some
combination
of
the
two
like
I
I
could
see?
You
know?
Maybe
it's
like
I
think
there's
some
advantage
to
like
having
a
difference
between
like
managing
the
Tweet
stream.
That's
one
role.
Managing
computer
spaces
is
another
role,
and
somebody
can
like
take
on
multiple
of
those
roles,
and
when
you
do
that,
then
your
your
job
category
goes
up
from
level
one
to
level.
A
The
number
of
rules
you're
taking
on
and
then
also
the
complexity
of
those
roles
so
I
think
there's
something
there
that
needs
to
be
figured
out.
Is
that
enough
for
you
to
kind
of
like
do
some
figuring
out.
B
D
A
B
It's
I,
don't
know,
I
I
think
it
would
be
a
matter
just
to
think
about
it.
A
little
more
but
yeah
I
totally
agree
that
definitely
there's
something
here,
so
yeah
I'll
take
some
time
to
to
work
on
this
and
I'll
get
back
to
you
guys
with
more
ideas
and
yeah.
Let's,
let's
keep
moving
forward
with
this.
E
Oh
dear
system,
one
more
thing
along
the
tier
system,
which
sounds
like
probably
the
most
ideal
way
to
rectify
the
disparity
between
impact
and
ours.
So
yeah.
That
sounds
like
a
good
way
interesting
to
try
for
an
initial
period
of
time.
A
Okay,
well,
I
think
this
is
good
and
you
know
so
in
January.
Let's
come
back
to
this
and
bear
you
can
present
this,
hopefully
at
that.
You
know
that
this
needs
to
be
like
with
the
whole
group
here
so
like
I
think
this
was
like
a
good
brainstorming
session
to
kind
of
like
flush
out
some
like
clean
this
up
a
little
bit.
So
that's
good
and
Nate.
Thanks
for
the
feedback,
that's
super
helpful
and.
A
Yeah
all
right,
I
think
that's
it
we're
a
couple
minutes
over
so
we'll
wrap
up
here.
Wishing
you
guys
all
happy
holidays
and
yeah
hope
you
have
a
nice
nice
break
and.