 Okay let's pray and then we'll start. Father we just want to thank you Lord for this day, we thank you for this time. Lord we believe that you are empowering us, equipping us Lord. Every time we look to you, every time we look into your scriptures Lord, we thank you for doing so God. We thank you that you are empowering us to be better, Lord ministers, we are empowering us to be better individuals Lord, that we might be in whatever role or responsibility and whatever task that we are carrying out Lord, that we might be better at it. You might be equipped to handle it well and carry out and steward things well. Father we thank you for the wisdom that is in your word. We thank you. May we continue to increase in wisdom and knowledge and understanding even as we grow in understanding of you, even as we grow in faith and we pray that you continue to lead us. We thank you. In Jesus precious name we pray. Amen. Amen. Okay just a minute please. Right okay so let's continue with life skills. We've been looking at people management right. We saw how people are a resource and we also looked at how we need to be able to have certain skills to relate to people and also to be able to manage people. We looked at people management in the last couple of classes. We looked at how we can write from identifying, selecting or even you know how to get people organized right. We talked about vision, we talked about delegation, we talked about motivation, inspiring etc. We also looked at how you know correction, how we need to bring in correction and also appraisal right. Review the work that is being done which will help us to you know help us to determine how should this person be rewarded for the work that they are doing. Unless there is a review we cannot sufficiently reward the person right or we won't know what corrections to bring about in people unless there is a unbiased formal system of reviewing and it can be a simple method. It can be as simple as you know every month monthly ones a month once in two months just sitting and discussing you know and and as a leader maybe you can ask the questions you know how's work what is happening what is challenging what is not happening and why and all you know those kind of questions why are we not able to do what we said we would do and and so on. So that would really help you know help assess where that person is and you know how that person is doing. So a good review system needs to be unbiased and it will always help us to assess the work, assess you know what needs to be done, done more you know what needs to be done better etc right. Okay so today we are in chapter 9 and again it is something in relation to in connection with people management but here it's something very very specific and it talks about conflict and a resolution of conflicts okay so if you're following in your notes it's page 35 chapter 9 and it's conflict resolution okay. So you know the thing is that when we no matter how small or big a team is you know there is always potential for conflict okay there is always potential for conflict so I think before we talk about it maybe we should just understand you know what is conflict okay when we look at the dictionary conflict is defined as a violent struggle or a contest or something that is physical something that is mental okay I'll just put it here so you know it could be it's defined as that right so now that's a when we say conflict you know that's a that's an extreme you know scenario right but we know that a conflict can start as a as a simple disagreement okay we don't agree on the same thing or it can even start as a misunderstanding you know you understand it not the right way one of the two so it can just take two people to have a misunderstanding it can take two people to have a disagreement okay and which can lead to conflict you know which can become something a little more intense right where it becomes a conflict okay so so we need to understand that okay first of all you know many of us I think that okay you know maybe I know you're thinking I'm a it's a great organization or it's a Christian organization or it's a it's a church it's a ministry so they won't be they will not be any conflicts now that's a wrong assumption like when you presume that when you you know have that kind of a thinking where say okay they will not be any conflict now that's that's a wrong assumption right that is not true because you we are all unique people we all have different likes and dislikes we all have some strong opinions about certain things or how should how the things should be done and so on so in a team when you know when we put such people together there is bound to be you know disagreements there are bound to be misunderstandings because you know one is able to communicate well maybe the other person understood it wrong or maybe because of some communication difficulty the other person understood it wrong right so whatever the case you know there there is bound to be you know these kinds of challenges okay so there is bound to be conflict okay so it should not surprise us when there are conflicts between people and you say and you're thinking oh man you know Christian organization why conflict okay well this is a this is it okay so that's a reality of it so we need to have a strategy in place to resolve conflicts okay conflicts should not be ignored it but rather it should be resolved okay this relational tensions or relational conflicts interpersonal conflicts as we call it they should not be neglected or ignored or we can we should not pretend that it's not there you know when when these things happen the best thing to do is to solve it okay and one thing about conflicts is that you know interpersonal conflicts it tends to grow if there is no intervention there is no intervention to solve it okay if you don't intervene if you don't do something to change that situation if to solve or to bring about peace to bring about an agreement right so it tends to grow okay either it can grow to become something very big right the conflict and and as a result of it the work suffers the people don't see eye to eye there's no oneness so they're not able to cooperate and work you know what we studied in the team right in christian leadership an effective team is a team that's working together right so the team is not able to work because of these tensions of these conflicts right and so the communication becomes communication shuts down okay that's a result of a conflict right where presence is I'm not going to talk to that person it's a that's the simplest thing no I don't why because I don't like that person why because he or she said this this this or you know he or she was supposed to do this didn't do this and I'm fed up you know I'm I'm not going to talk you talk so there's a shutdown of communication right so that could be one thing or whenever there's a communication whenever there is you know you have a conversation it becomes an argument it becomes an argument it becomes a shouting match right and it could happen it could happen either ways right and a lot of unhealthy things happen when there is continued conflict you know there is maybe there could be gossip you know talking behind the person's back you know so and so had a fight you know this happened that happened and then there is unnecessary division why because people say okay but actually he was right but no she was right okay so you know what we see in one court in this like the poor people saying I'm of Paul I'm of Apollos you know something like that this person is better and and so there brings about you know it it works against the unity it lacks brings about a lack of unity and brings about division so so if there is intervention if there is a resolving of conflict then you know we we're able to move on having solved it there is peace and then we get to move on okay so so let's look at this you know the whole thing of interpersonal conflict it can start as a simple disagreement but it can escalate or quickly grow into something beyond just a simple disagreement where personal feelings are involved and you know whether there is division and miss and shut down of communication and so on okay so there are there could be you know we know that a conflict is a conflict but then there could be different types of conflicts it could be a personal or a relational conflict and that occurs because of because of pride or identity or self-worth or self-image right so maybe you know because of a lack of self-image or lack of self-identity or self-worth or even you know maybe there's lack of respect there's there could be there could have been you know people betraying of confidence etc so then it becomes a personal or a relational conflict okay the other thing is about you know it could be an instrumental conflict and it could be about the goals it could be about decisions it could be about the process okay where are we heading you know there so there could be a conflict because of that because something is not very clearly defined or something is not there is no movement towards that particular goal or about the process you know we talked about you know plans and processes and maybe the process is not being followed or processes are not being adhered to right and which is affecting the productivity and so on so it can be a conflict of that nature okay or it could be about a conflict of interest where it's about resources like time money people it could be you know related to that you know how spending decisions and so on so it could be a conflict of interest okay so whatever it is you know conflict is a conflict however we you know but we we can just know these are several reasons for conflicts in a team or in an organization okay so so what is the what do we do about it right we need to resolve it okay and and the earlier we identify and the earlier we set about solving it it becomes easier okay now what is the reason for that you know well maybe there is a disagreement okay disagreement about let's say about lunchtime you know okay some some people are saying okay we should have it at one some are saying we should have it at 12 because I'm you know I have an early lunchtime and then and lunchtime is always maybe I don't know maybe at two o'clock and so people are you know there's a there's a disagreement and there's a thing so the the best way to go about it is to find out know if there is a if there's a conflict like that and and then you know with the management with the the leaders of the organization and people are being quiet about it you know they're mumbling muttering and they are quiet about it but they're not happy at all right so the first thing is of course to identify okay is there is there a problem right is there a problem is there a conflict to identify it okay and and that will happen when we when we talk or to pick up when people are talking about something you know when you ask them okay is everything okay you know are there any challenges are you able to do your work well are you able to you know maybe it can be a survey it can be a personal one-on-one conversation or it can be a you know a meeting with the team and you talk about this right so then you know these things will come up you know yeah I'm fine but then you know can we do something about this or like that so so identify the conflict once the kind conflict is identified the the earlier we set about doing it or solving it the better why because then people are not so you know entrenched or ingrained in it you know there are negative emotions and everything that is attached to it is not so strong right because if if time goes by and nothing is done then people become harder you know angrier and anger and you know about their position and about you know what is causing that conflict so so then it becomes even more difficult to solve it right so so and also it's also true that they could be gossip they could be people taking sides and and it becomes you know like a big split right so the earlier we deal with it the better but the thing is you know dealing with the conflict or you know some of us are maybe we're okay with it some of us are not right some people find it easier to to identify once this conflict is identified to say okay let me solve it okay but some people find it difficult in the sense they they're saying okay I hope I hope this this problem goes away right yeah I hope it when I suppose I wait for some time maybe this problem will solve itself okay so and then we postpone solving it you know we feel that okay because you know it's unpleasant right we have to face it it is unpleasant where people are saying you know complaining and saying this is happening this is wrong that is wrong it is unpleasant and maybe you know as a person you don't want to face those unpleasant things right and then you see it's okay I just avoid it I don't want to talk about it but the longer we don't talk about it the longer we postpone it it becomes difficult to solve it okay so the thing is to okay is there a conflict okay let's let's solve it right what is the right time to do it what is the right no that we can decide okay maybe maybe we have to consider the right time to address it and the right time to talk to the parties who are having a conflict maybe it's you know one of the parties you and there's another person so when is the right time to do it okay now maybe not in the middle of a big project or maybe somebody's you know everybody's busy you know it should be time and mentally as well that people are willing to you know talk about it right so sometimes you know it's so serious that it needs to be done immediately you know we can't wait for you know people to calm down or it needs to be done immediately because it's it's it's so serious right and the effects of the conflict could actually have a very negative effect on the on the organization or the outcome of the work so it needs to be done immediately right okay so the thing is to start early and just solve the conflict okay okay it's interesting the you know there could be certain ways to do it okay so or it could be like you know we are looking at five ways to deal with conflicts and some of these methods are not the ideal way to deal with conflicts okay but we look at them anyway right and the kind of and and we can also look at why it's not the ideal way to solve a conflict okay so because maybe you know this is what we were used to okay maybe we learned it as a child okay somebody took something from you and then you went you chased that guy you know you caught that person you pulled it out of his hand and you gave one to him and so that he'll never never again repeat that mistake that he'll never again come and you know take things from your or take it out of your hand again right so and maybe that's how we learned and then you know that's that was the in the playground is the best way you know that's those some early things are put in our hearts right so this is how we learned it therefore you know in life if anything like that happens like in life if somebody says something does something then immediately other playground is what triggers you know this is how I solved it and this is how it helped and you go ahead and you know start doing it now that may not be the ideal way it will just because something yields results okay may not be the ideal way to solve a conflict okay so let's look at some methods right right okay so the first one is to compete or to fight okay now this depends this strategy or this way of solving a conflict is is you use your strength or one person uses their strength or power or ability against another person it could be a person it could be a group right now what happens in this method like you fight and you you know you you just want to prove yourself wrong and you do what happens in this method is it always creates a winner and a loser okay so you're competing you're fighting and you're proving your point and you're doing it in a competing manner what happens is there's always a winner it could be you or maybe the other person has is much stronger has you know has more clout or influence and whatever maybe they win so what happens is there is always a winner and there is always a loser in such a scenario and the problem is the winner is part of the organization the loser is also part of the organization okay the loser is also part of the team so there is a bad nobody likes to lose right everybody likes to win so the loser ends up feeling you know bad and and then you realize that that bad feeling can also further fester and grow into maybe some kind of a bitterness etc if that person doesn't deal with it right or you know if there's no time to do such things right then the just continue we continue on you wonder you know we think we've solved it we continue on but this sense you know of this bad feeling or something the sense of loss is there and unless that needs to be addressed as well so so because just because it creates a winner and a loser now it can it can give a temporary fix right it can definitely solve things in a temporary manner and but then you know if we don't see that person again maybe it can be but then this is not what is the ideal thing okay the second one is a collaboration okay first one you compete second one is to you collaborate okay let me just put that down it's there the notes but um let me just put it down okay so what what does collaborate mean collaborate is we work together okay so we're working together and here unlike the first one where it produces a winner and a loser here it produces two winners you know both people who are who are actually having the conflict both uh end up in a win win situation right so now this would be an ideal method to our ideal strategy to resolve a conflict okay now here are two people who are not seeing i2i we're disagreeing we're having this uh you know this this fight or interpersonal conflict and we use this method where we collaborate where we work together in order to solve now that will produce two winners where both people actually come away from that conflict having resolved the conflict feeling okay uh you know i was heard or you know it ended well you know they're going back with that sense nobody's feeling you know uh that you know i'm the winner or i or that person is a loser nobody's feeling that way okay so what would it require it requires time okay now this method requires time because now you need to sit down you need to you know talk to each other you need to be able to discuss okay these are the difficulties that we are facing these are the challenges that we are facing and and it it also requires a certain sense of maturity okay and not giving vent to our emotions and feelings and not really you know giving it to that person right so it requires us uh to be a little mature to uh to objectively look at the problem okay and and rather than you know blame the other person or rather than put the blame on the other person to see okay now this is a problem that we need to solve so you reach a solution that is that is agreeable okay now now it's like the picture it is like you know you can have a table and you can have two people at opposite sides of the table one person the other side and the other person on this side and then looking at the problem which is on the table okay something that needs to be solved you know you're just looking giving your perspective you're giving your perspective and saying okay now this is your problem or giving blame but the other way to look at it collaboration would be that both are sitting on the same side of the table and looking at what is on the table which is the problem okay so you're not sitting on opposite sides okay the picture is that you're sitting on the same side which means you have the same objective what is the objective I want to solve it I want to make sure that that this ends well okay this is beneficial to both okay so so it it it would involve discussing it would involve talking about several options and maybe something may not be agreeable okay so the other person says okay let's let's talk through some more let's see so it you see that it requires a certain level of maturity to list out the issues to take time to talk through okay and find the solution and this is definitely it requires effort right it requires effort from both the parties and especially if it is you know if it's gone on for some time and the problem is deeply rooted right now it's going to take that extra effort but it will result in the result will be good okay now that's a collaboration the third one is a compromise okay or it's a you know like a you negotiate something and you compromise something now this is definitely better than the first one which is compete right I compete to win I'm creating a winner and a loser now this is definitely better where we are we arrive at a compromise and we're saying okay now it's not win-win because you know there is some kind of a sacrifice that's happening here okay one person is saying okay I need to give up this in order to reach this okay the other person is also you know saying I need to you know you need to give up that okay I'm giving up this you give up that okay see I've already done this so it's only fair that you need to give up certain things and that person also says okay so there's a negotiation okay what are you willing to give up what are you willing to do extra right both the parties right so this person okay okay I'll do this and the other person says okay I'll do this this person says okay I'll give up this okay I don't need this I'll sacrifice this the other person also says okay this I can sacrifice so there is a compromise but because of this sacrifice and because of this taking on of certain things you know we arrive at a solution but you know the thing is that it's not you know you arrive at something you solved issue but there is a sacrifice involved okay I've lost something the other person also has lost something but it's good right it's definitely better than competing and so that is a compromise reached where it's it reached you reach a peaceful solution say okay let's move on let's go beyond this problem let's move on and that works as well okay so the only thing is sometimes what happens is and it's a compromise you know the the commitment to continuing in that manner okay continuing in that solution continuing in that state of being resolved may not be very strong why because the person feels oh I had to do this in order to solve this I had to give this up and the person is like recounting the cost and always reminded of that and so you know so the thing is commitment to continue in that same manner may not be there okay it can be also but may not be there okay okay so what are the other two ways to you know solve or to approach a conflict you know the other way is that is to pretend that there is no problem okay so talking about everything and except the issue now this is this is not a method at all this is not a strategy at all but this happens right so this is denial complete denial as you're denying there is a problem okay so everybody's avoiding it you're not talking about it and you know and you're talking not talking about the you know there is a conflict you know there is an issue but nobody's talking about it okay now can this be used you know this avoiding talking about it avoiding the issue can it be used it can be okay it can be but it has to be in conjunction or it has to be with another strategy like a compromise or a collaboration okay so maybe things are two you know things are going beyond the point it's reached boiling point it is reached a flash point where you know even mentioning this will result in a you know a big fight okay so the thing is to kind of separate the parties and say okay we will you know cool down for some time you won't address it now okay because it's it's two people are too involved in it and too emotionally involved in it and definitely it's not going to be it's not going to be fruitful right i'm sure you know going up in school the colleges show you face situations like that right people are swinging at each other and then they are just you know being separated and say you know you cool down you calm down and then you you know you're able to at least talk about it okay so it can it can help it can be a helpful strategy but it needs to be you need to understand that that will not solve it completely for that moment it will help okay for that moment it will help and it can be a precursor or it can be something that like a starter but you need to go on to actually solving it we can either use a collaborative method or a compromise method and you know there is it would help to have someone facilitate this resolution conflict resolution um so um so unless we uh we move on from this method and use this method but then we move on to you know employ any other method of um uh resolving what would happen is that everybody's keeping it stuffed you know uh just maybe avoiding maybe denying that there's a problem and even you know they're they're not uh they're not coming out with it so it it actually becomes detrimental like to the organization it actually becomes uh becomes a bigger problem right so we need to denial okay for that particular thing it's okay you avoid raising the issue avoid solving the issue but it needs to always you need to understand that it's it's for a short time and maybe uh for that particular instance but something else has to follow okay um then the other one is uh you know it's like uh smoothing over a problem so what does that mean so that means that um um on the top of it you know superficially there is harmony and peace and everybody's fine um and but but on the other hand you know deeper than there is still conflict that is bubbling okay there is still conflict that is that is there uh and waiting to just come up and throw its head right so um so so what is happening is your all the effort is um just you know you're just putting in the effort in order to maintain that relationship or preserve that relationship you know just being polite and and so on whereas uh you know dealing with the conflict okay so so it is it is uh again similar to the previous one uh we are avoiding the solving of it and it is okay for a for a short term it is if it it's okay uh for that particular time instant but um but it needs to be addressed okay it needs to be addressed it needs to be because it becomes a deeper thing it becomes a something which is which is far more serious right so it needs to be something that needs to be addressed okay so um if you look at page 37 there is uh you know maybe I'll just uh I'll just project it just one second there is uh yeah it is interesting uh illustration I hope you can see it um let me see okay there it is okay so you see you know uh there's a on on the graph you see on the you know on this um there's a y-axis you see concern for self and here concern for others if concern for others is low and concern for self is also low then there is a you know there is a denial okay if concern for others is more and but uh concern for self is low you know then there is smoothing over okay you don't want uh to rock the board just want things to continue you don't want that relationship to you know suffer but you whereas it's not you know you are you are still you are still suffering but you don't want to address it you don't want the relationship suffer and so you know just going on but the problem is existing okay now these are temporary things right um the conf when we when it's a compromise you know it is uh it's like a middle of middle of the line right so uh concern for self concern for others is also there but there is a sacrifice there is a giving away by both parties so there is a compromise um if concern for others is low and concern for yourself is high then it's a very selfish um strategy where you compete and fight and you don't care what happens to the other person right so there is there in the top left whereas if concern for self and for others is high then there is a collaboration that happens okay so um so we see this uh okay so what skills do I need okay let me just put that also what skills do I need in order to uh resolve a conflict okay okay the first one is that um even before we think about uh you know assertiveness um the first one is uh definitely I'll just stop uh first one is that definitely an awareness right self awareness uh and awareness of others and what we would uh we would look at you know um something called emotional quotient right we would look at it in the following chapters we'll address that um so there is an awareness as an empathy okay so um emotional awareness are you aware of what is going on in the inside of you emotionally and and you have a sense of understanding of what could be what could be the other person going through right and uh and that's something which is very very important right uh to be able to identify to be able to uh you know say that okay I'm aware that I'm you know I'm getting tensed up or I'm aware that I'm feeling uh feeling low because of this okay because if that awareness is not there then uh we will not even identify that there is a problem or there is a conflict right we'll just feel that okay I'm just feeling bad I'm just feeling terrible and you know and we just go with it okay maybe today I'm feeling this way and we go with it but we need to be able to identify you know be uh we self aware and also have the emotional awareness emotional quotient um to be able to uh uh be aware to be to be able to empathize and also to uh sense okay what could be um the other person going through emotionally right to be sensitive to that um okay and secondly you know being assertive okay but without being aggressive okay that's the other thing you know to be able to you know in solving the conflict definitely one needs to communicate right you need to be able to talk and you need to be able to express your views you need to be able to say that you are hurt by the other person's action but you know to be able to say it assertively but without being aggressive okay um and and sometimes what and it's a skill again right what happens is when we when we think about that person and what they have done and immediately you know our voice increases you know the volume the pitch and everything increases right it goes to one level we are not able to think clearly we're not even able to speak sometimes right I'm sure I don't know if you have that experience uh yeah or maybe maybe you notice someone have there they're so upset uh where they are not able to even you know every time they talk about that they're so upset that they are they're either screaming or shouting or they're so angry they're not able to you know assert so what happens then is that they will blame rather than objectively share what has happened okay so this is your fault this is what you have done this is what you should do now that will not solve right that will not solve the issue this is what you should do this is not what you have done this is what you have done you know I'm feeling so bad you made me feel this and well all that is true right and and it's because of that you know maybe you're hurt and you're going through but then that will not help solve the problem solve the conflict right so to be able to communicate to be able to share assertively but in a non-aggressive manner okay to to be able to express our feelings and and and also to talk about okay this is what would help this is what we can do this is what that can such be avoided okay so to be able to to be able to do that like to be able to express the situation and express our feelings and specify what we want done okay so let's look at that you know the three things describe the situation right let me just put that is there the notes but I'm just going to put it in the chat as well describe so that's about situation so it could be circumstance it could be about what went wrong okay so that you're describing okay this is what this is what actually happened you know this triggered this this person said this and this is what happened this is the problem we have now okay the second one is to express when you say express we are expressing our feelings okay you know I felt this I felt bad or I felt rejected or I felt you know I was I felt I was I was very disappointed right and I felt a lot of hurt and pain when this happened or I you know I I felt very very angry right so you're expressing your feelings because of the situation right you describe the situation and you can express your feelings and you're going to look at you know how to express that without without blaming right blaming the person and not getting personal right and third one is to specify okay so we're saying clearly okay this needs to be done as per my understanding this needs to be done so you describe you express describe the situation express the feelings and specify the tasks that need to be done in order to resolve it okay so and the other person would also be able to do that as well okay so when we describe the situation you know how do we communicate that situation okay how do we communicate the problem so the most effective way you know and we've seen this earlier is to use those I statements you know when you said this this this it made me feel this this this okay if it's if it's something about people you know raising their voice and maybe they exist they've had it you know they've been saying a lot of things to each other and and a lot of you know hurt because of that so in order to say that you know you need to describe it right you need to describe the situation so how do you do that you know you shouted at me you may you you you you know you this thing and you're always like this you're always angry so instead of doing that to communicate the same thing okay to communicate the truth but if this would help right like I felt bad when you said this like when you said this when you did this when you took this decision without consulting you know the team or whatever you know when you you know this process when you actually disregard this this process I mean we I felt this so it's it's definitely better than saying you know you you never obey the rules right that's that now that's a very personal remark and you know you're always like this you're always late you're always you know shabby your work is always shabby instead of doing that you know to that is the truth but you're conveying the truth without attacking the person right so so that would help that would help you know communicate it and you will also specify what needs to be done okay where okay what is the solution okay what is the solution how do we go about solving this and so that you know after you express this you realize that you're not emotionally stirred up okay as emotionally stirred up as you were you would have been if you actually shouted at that person and said you know you're always like this okay when you use these I statements you know when you said this I felt this I felt this you're saying you're you're actually what are you doing there you're disconnecting you know you're separating okay I as a person I felt this emotion you know I as a person I felt this emotion I as a person person felt this this was what going on in my mind when I when I as a person I felt this so when we disconnect that in our words when we express it then we don't feel that as much and at the same time we have also expressed our feelings right and and the third thing would be to you know specify okay this would help this would this is what needs to be done this is what needs to be rectified okay solve okay so if we don't feel confident okay then we can always have a mediator for resolving the conflict okay so maybe someone who can be who can give an unbiased judgment okay unbiased meaning who will not for you know for who will not have favorites personal favorites right so that person can actually help intervene someone who is maybe higher up in the organization someone who's a peer but who's who's mature enough to you know bring in that so bring in that's all that issue and to give perspective and say you know I I feel I sense that you know this will help us so rather than you know lean on one particular side that person is able to give an objective solution okay so that will help solve the issue of course you know this is a very simple way of looking at it of course as believers you know even before we go to the person we can pray through the whole situation right we pray through the whole situation and say pray for the person right and then you know that helps us cool down right we are feeling very very you know angry or very upset you know pray about the situation and pray for the person but don't stop there right many times as believers we do that you know I pray God you know you do it whatever it is you do it and then we stop there stop with the praying but we need to move to you know a peaceful confrontation in order to solve the conflict right a peaceful confrontation or a Christ-like confrontation to solve the conflict that needs to be done right so this is something that I hope this was helpful this is something that we all need to grow into that we all need to employ every day you know maybe in some situations in some places that we need to have this as a skill as a necessary skill okay okay so we'll stop here and have a good week we'll meet again we're meeting again tomorrow for our Corinthians class but yeah life skills we'll meet again next week okay we'll stop here thank you God bless right see you thank you sir right see you bye