Complete only those items corresponding to the video production you have viewed AND researched. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M01. Greeting Participants.

Whenever possible, at least one member of the Facilitation Team will position himself/herself at the entrance to greet incoming participants.  Since the room arrangement is "unique" it helps to have someone greet participants and assure them they will be having a good time with plenty of learning.  It begins a sense of chemistry with the Facilitation Team that is intentionally expanded (rich ProZone) throughout the workshop and beyond.  The "greeter" is also likely to pick up bits of information that could be useful throughout the workshop.  The Facilitation Team is normally on the lookout informally to identify people that might be good at doing this type of work and stimulate further interest in RGB CapacityWare^TM Technologies.

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M02. Introductions.

It is typical for someone from the sponsoring organization to introduce the Facilitation Team with a brief set of remarks.  In addition, the Facilitation Team will take a moment to talk about themselves in such a way that will encourage a question or two before the core workshop begins.  The idea is to level the learning environment so that the Team, although experienced, continues to learn from each event.  Members of the group may also take time for introductions but this tends to be rare unless time is available.  If individual introductions are to be completed, it is best to delay that until after SPOONS has been completed so that the introductions will be a bit more humorous and down to earth. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 -- 6 - 7 - 8 - 9 AGREE

No Response

Comments:

M03. Setup.

The setup is simply a time to tell participants about the experience they will be having.  Normally there are 8 to 10 bullets on the Setup Chart or Slide and it's normally a good idea to spend a bit more time on the "mysterious" items - such as SPOONS.  Ask participants if they've ever played the game.  Again, prompting participation.  Joke about how those with experience will have a competitive edge so provide a light-hearted warning to those who have not played the game.  Make sure they know there are times for their participation.  At the very end it might also be appropriate to let them know about the possibility of winning prizes.  Inform them, but also do a bit of entertaining at the same time. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M04. Body Parts.

There may be numerous examples of "body parts" to illustrate the point being made.  We don't have to be aware of our behavior for our behavior to be obvious to others!  The favorite is the "Leg Wiggle" because participants don't believe it's possible to NOT be in complete control of a body part at all times.  Yet, that's exactly what we demonstrate and they experience that first hand.  The thought we'd want to leave with them is, "If I didn't know this about me, what else can I discover?"  It's good for a laugh and smiles as participants glance around the room at each other. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M05. SPOONS Instructions.

The purpose of providing instructions is not to make SURE that everyone knows how to play the game under all conditions, but that they have a good idea of how to play the game.  It's like a new employee orientation course.  It doesn't tell everyone just exactly how to be successful in all their work, it just provides an orientation.  That's all!  Rarely does the demonstration and instructions end without someone missing the last spoon entirely.  Everyone observing notices, but the players are busy playing the game.  After the game we'll ask a question and not everyone will have the same answers, because everyone will busy with differing perspectives of what is happening.  The instructions are often vague intentionally - on purpose. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M06. Playing SPOONS.

In the heat of playing the game the rules vary from table to table, players develop unique strategies, everyone has fun, competition is clearly weaving a pattern, but through it all people get lost in the interactions.  They smile at one another.  They might be helpful, or they might set fellow players up for a loss.  We told them during the Setup that we'd eventually ask them about the play, so, "Be observant!"  we suggested.  But players will get lost in their own strategies and the pure fun of the game anyway.  Players will need help when they lose at one table finding their way to another table to begin again.  The game has all the ingredients of real life employment.  As a member of the Facilitation Team help them get through the experience without helping them "do it right"- just help them get to the end of the game so they can learn from the experience and tie it to what else they will learning in the short time available. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M07. So...

So, after the game is over you'll ask a question prompting participants to be reflective about the experience they've just had.  How is playing this game (engaging in this simulation) like working at your job?  We once theorized that about 157 answers to that question would about complete the possibilities, but we always hear a new one every now and then.  It's time for the Facilitation Team to listen carefully, help people frame that they think they learned and write it down on a Chart for everyone to see.  Normally, three pages will about do it.  If the group is large and energized you might ask them to each take a piece of butcher paper and create their own table list, then call for one "fresh" response from each table.  Again, the outcome is for participants to get lost in all the possibilities.  Still, we're not at the core of the RGB presentation BUT we've certainly engaged everyone in potentially meaningful and insightful dialog at this point. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M08. Rewarding the GEM Winners.

Players have the potential to win GEMS as they play SPOONS.  It's part of the legitimate competition.  Earning a SPOON just prevents a loss.  It may not lead to the true reward of promotion, raise in pay, recognition, etc. (as represented by the winning of a GEM).  As the "So" fades it's time to award a prize or prizes to the top GEM winners.  Make a point to announce that these go to the comprehensive players - those worth of recognition.  Not all organizations recognize the comprehensive players like this.  Award prizes that can be displayed in the workplace as conversation pieces.  If you are recognized as a "Network Facilitation Team" you may even be in a position to place the comprehensive winners in annual  competition for a one week vacation condominium across the USA. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M09. Alternative Topics.

Using the Progressive Design Matrix as a backdrop, this might the best time to open the door to a "theme" established for this foundational RGB Workshop (for example, a Strategic Planning initiative).  In this case, immediately following the "So" segment is an excellent time to ask the question, "Can anyone tie this game/simulation to our need to do Strategic Planning?"  and let the dialog and the various points of view continue for just a few minutes.  This naturally begins to turn a corner from fun learning into practical and serious learning that can be used with high impact in a pending initiative. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M10. Transition to the RGB Lecturette from SPOONS.

Embedded in typical SPOONS playing behaviors are several that can be attributed to each of the three colors - Red, Green, and Blue.  In order to connect the game/simulation with the RGB Lecturette these behaviors are described to begin participants thinking about what color they might be and did their behaviors track with these trends as they played the game.  The transition is completed quickly when all three colors have been linked.  There is no need to hesitate before proceeding to the RGB Lecturette.  Those who might have wondered why we played the game have been satisfied.  If the transition color dominance does not correspond directly to the RGB Inventory results, remember there is a viable explanation for that lack of apparent consistency.  Simply stated, when people are having fun, they call on different colors than when that are as serious as their organization culture demands. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M11. RGB Lecturette.

The normal sequence is to present the RED dominance behavioral characteristics first, followed by BLUE, followed by GREEN.  Those who may draw parallels with brain dominance technology are not far off - these do track.  The lecturette purpose is to describe enough comparisons and contrasts to allow a pretty accurate self diagnosis of a dominant color among participants.  Remind participants that they will be receiving their own individual profile soon and will have all these characteristics (and probably more) available to them and there will be time to study that documentation and ask more questions before the workshop is completed.  This is the first evidence that their are categories of behavior that fit the experience they have just had and will continue to have.  The final test is, "Can everyone tell what color is likely to dominate their thinking and therefore their behavior?"  Count silently to five.  If there are no questions or comments, the group is ready for the next challenge. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M12. Group Self Selections.

During the SPOONS play, one Facilitation Team member (the recorder or Anchor) can make and post Group Task charts in appropriate colors (with the appropriate marker in the immediate vicinity) around the room so that groups can easily determine visually what chart to head toward when they self select for a dominant color group.  Typically, there are more RED's in any group than either of the other colors.  So, you might have to have two or more Red Charts when it's time to self select.  People will literally get up, and move the color of their choice.  A few will be mystified, so send them to the Green Chart and that will likely be good enough for them as uncertainty is a characteristic of Green.  Their are a number of questions that lend themselves to the group reorganized around color dominance; the best of which is, "What are the organization implications for a group with this many people in each color?"  Ask questions.  Answer questions.  This gets them ready for the next challenge - the Reveal. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response
Comments:

M13. Reveal.

There are several ways the Reveal can be conducted.  The most reliable is to have a stack of pre-color sorted and laminated RGB Individual Profiles positioned at each station, or in the possession of someone headed toward each station.  Whoever is in possession of the RGB Individual Profiles is also instructed not to open and distribute them to their group until told to so.   The Facilitation Team shows everyone their RGB Profiles and their Team Composite Profile and explains the implications of all these graphics.  Questions - Answers!  The next step is a bit hectic unless there is someone in each group who knows everyone else in the room.  Distribute the Profiles by either handing it to the appropriate person, or calling out the individuals name to attract them, then handing it to them.  Everyone gets to spend a moment looking at their profile and reading the characteristics chart on the back of the Profile.  Questions - Answers! 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M14. Shifts and Final Group Affiliations.

Amid the mayhem, the Lead Facilitator raises a voice to offer anyone the opportunity to leave the group they are in and join another group to which they believe they really belong.  Announce that if they join a group and the members of that group think you DON'T belong there they can kick you out.  Not to put anyone on the spot, but the Inventory results are normally about 93% accurate.  For those who challenge the results, there are a couple of test we suggest for them - take the inventory over at nor expense, and/or ask coworkers to validate the score pattern.  As quickly as reasonable get the group ready for their next assignment - the sub-color-group TASK. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M15. Group Task Assignment.

Task the groups with two challenges.  First (in the left column of the Chart provided), make a list of the positive attributes their dominant color pattern brings to their organization, team, work group, etc.  Challenge them to be original, not just reword the attributes on the revere of the Profile.  Second, list the things that YOU DO that tend to irritate others around you as you work under normal conditions.  This will cause some laughter and denial.  Few people would deny that others are irritated by them, but normally prefer to believe that the defect has little to do with their behavior.  Tell them to elect a recorder and a spokesperson to brief out when they are called upon to do so - in about 10 to fifteen minutes.

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M16. Group Task Work.

As the groups work, be available for questions.  The Facilitation Team will otherwise be busy with tasks such as marker distribution as needed, RGB Bead distribution, and chart paper replenishment as necessary.  Wander to each group and listen for cues that might cause you to offer help, but generally refrain from injecting too much help if it would cause embarrassment later on.  If one group is just too small to effectively work the challenge, look for someone with a secondary color that can stretch into the needs of the lonely recorder.  Rearrange the Charts or wall space in the from of the room to accommodate the briefers when they are ready.  This is not idle time. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M17. RGB Bead Distribution. 

While the groups are working on task, the Facilitation Team and/or a support person can don the appropriate color beads and distribute bead strings to those busy working at their charts.  When participants see that the distributor is wearing them, they will more readily put them on around their neck.  Let them know that this is so that they can be more easily identified across the room with their primary color when the groups go into a brief out mode.  There is always the side comment about New Orleans, Mardi Gras, but it's best ignored. At the end of the workshop let people know that the beads are their to keep and display at their worksite, if desired.  Another conversation piece. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M18. Working Break.

If one group finishes well before the rest of one group need a few more minutes, just announce that they group is on a 10 minute short break.  Use this time to reset the charts to the front of the room and make sure each group has a designated briefer.  Let them all know that short is better than too long.  This is no time to set anyone up for a panic attack.  If you sense a potential briefer may be too anxious, offer to help them or suggest that they brief as a team.  This is very infrequent so don't look for a problem when it may not really be there.  This is an excellent time for the Facilitation Team to identify and check with the availability of "outstanding" participants who might contribute to the post Event Clinic meeting held after the event. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M19. Like Minded Group Behaviors.

If there has been a break, or if the work groups are beginning to end their work at about the same time, begin to call their attention to you and ask the question, "So, what was it like to work together in a like minded group?"  This "like minded" undercurrent may not have been obvious to many, but asking the question brings it to the surface so that it can be discussed openly.  For a time (usually longer the the task will last) if has a very positive impact on color groups, each enjoying the work together.  But if extended for longer periods the "sameness" begins to take a toll.  When this happens, register the phenomena and surface it for what it is and is not.  It is a part of the normal fabric of a group that lacks diversity - where "creative tension" is void, the work becomes less of a challenge with less commitment. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M20. Briefs.

Inquire, "Which group would like to brief out first?"  There is usually one group that will want to go (perhaps to get it over with, but also because they may be excited about what is happening.  If the Facilitation Team has set the stage effectively for open dialog, the briefings will be rich with openness (remember this reference to openness as it relates to the ICO theme in other sessions).  Expect that some items that ends up on each of the three color charts will not necessarily belong there.  You may point this out to the group, but don't make a huge deal that it's an error on their part.  You may use a highlighter to draw attention to these instances for later reference rather than one group as it briefs - do them all together so it can be recognized as a natural phenomena rather than an individual color irregularity. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M21. Briefer Rewards/Gifts.

If briefer gifts are awarded (and remember, a GEM is always appropriate) and all presenters have finished, go ahead and present the presenters with a token for their emergent leadership role.  Be sure to name it that, especially if the briefers occupy a non-LMS role in organization life.  The focus of this is best if it recognizes briefing leadership as a byproduct of color competence rather than an expectation of those in positions of authority.  We recommend that gifts be presented that can be used in either organizational life or life outside the organization as a gentle recognition that the line is crossed constantly in all organizations. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M22. Optional Topics.

This is the second opportunity to address the "theme" for which this foundational workshop may be an integral part by expanding on how these RGB talent roles can be applied effectively in that future scenario.  Make the case for RGB requisite (natural) talent to be different from a skill (learned procedure or process).  Even if there is no specific "theme" being pursued in this situation, make the case to prepare participants for that eventuality by connecting the Body Parts exercise with talent rather than skill and suggesting that, "I can't be trained to be a better Red," for example, "and why would the organization waste the time effort to train me to do something is requisite supply across the organization?"  The specific "theme" module may be designed into a "next" event or a continuation of this event.  The point here is to end this session with a clear fit, even if the fit is being able to work better (more effectively or more efficiently) with your coworkers just by properly categorizing these talents for what they are - the talent punch behind the skill delivery!

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M23. Final Thoughts.

As a Facilitation Team, have some final bits of wisdom about the session and how it can be applied to everyday work life and to life in general.  This is often a good time to make (or reiterate) the offer to do an RGB Individual Profile for the spouse or partner of anyone present.  This is a gift offered at no charge whatsoever.  Anyone wanting to take advantage of this offer can find out HOW immediately after the session (go to the online QWLC site to get it done).  If there is anyone present that has completed this workshop as a requirement for RGB Technology progression, you make take a required exam based on this experience immediately following our Group Photograph completion.  Offer the opportunity to anyone to offer a final thought, or ask a question, if any linger. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M24. Clarifications and Amplifications.

If there have been odd questions that aren't specifically work related, or that pertain to general life situations this may be a good time to shift attention to them.  An example is, "Is there a connection between RGB and the political system in this country?"  The answer is, "Maybe?" - and there is an example of this brief lecturette available. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M25. The Goose Story.

A reading of the Goose Story is always a good ending.  It takes just a few minutes to complete, but it illustrates perfectly how the requisite RGB fits the natural world and influences what we can better work together is organizations.  Participants often want a copy, so direct them to it or have a handout that serves this purpose.   

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M26. Certificates.

If certificates are to be presented, which is often the case, use your own judgment as to whether or not to take a photograph is to be taken of each individual as presented and make the necessary arrangements in advance for this purpose.  These individual photographs can be used for ancillary products (Newsletters, ID Cards, Event Badges, Desk Plates, Getting to Know You Events, etc.) in CapacityWare^TM Software so is encouraged.  For those who will continue in the RGB Technology, a certificate is necessary as evidence that this particular foundational RGB workshop has been completed.  Remind participants to sign any attendance roster that may be required if they have not already done so (CapacityWare^TM Software produces these documents as part of the routine recordkeeping for every event).  Where certificate framing is undertaken (this is recommended) the organization ought to be consistent and extravagant to this end so that participation has meaning and importance associated with it.  In the absence of this organizational priority, individuals may order their own Framed Certificate online at a cost (available on e-Bay) with proper documentation.  

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M27. Evaluations.

Event Evaluations are required for the Foundation RGB Workshop (and recommended for all other events that use this Technology.  Evaluations can be as simple as a 3x5 card, or as complex as an event survey form (also processed in CapacityWare^TM Software).  In any case, draw participant attention to the numeric score as well as the written narrative required.  At minimum, each form also used requests that suggestions for improvement be offered.  There is a placeholder in CapacityWare^TM Software for holding all this information and more about each event.  These records are queried regularly to determine what improvement ought to be made to the system.  Current workshop designs have been an evolution based on participant feedback in many cases.   

DISAGREE 0 - 1 - 2 - 3 - 4 - 5 - 6 - 7 - 8 - 9 AGREE

No Response

Comments:

M28. Group Picture.

Forming people for a group picture if one is to be taken, is often choreographed by the Facilitation Team.  Certificates may be displayed or not.  Normally, graduation photos are displayed online so that individuals who desire a copy can easily acquire them.  These pictures are encouraged because they make great advertising pieces for future classes if displayed at the worksite.  Senior LMS may also use them as tokens of recognition for having completed an important milestone in the organization journey toward career advancement by producing a photo with a brief message and signature.  If there is a training room dedicated for these purposes, group photos are often used to mark progress toward total professional development goals. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response
Comments:

M29. Next Steps or Closure.

As the final picture is taken, the Facilitation Team can hold the groups attention just a moment longer.  The group photo has accomplished a "getting them up and moving toward the door" goal, but any next step announcements can be readily made at this time.  If appropriate, the Facilitation Team can express thanks to the group for their willingness to to follow the Team lead throughout the workshop and Congratulations!  As a reminder, those who desire to progress through RGB Technology may want to complete a short exam focused on this experience and this is the best/recommended time to do that.  "Anyone?" 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M30. Optional Exams.

As others are gathering their personal items, engaging in sidebar conversations, and getting ready to depart, those desiring to take a Phase 1 qualifying examination may do so at this time.  It is a simple true/false examination and will only take about 5 or 10 minutes.  Once completed it is handed in to the Facilitation Team. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M31. Short Break.

This 10 to 15 minute break will allow those who are departing to get ready and depart.  Those who remain will either be taking an examination, needing to complete an Extended Topic orientation, or waiting to participate in a Facilitation Team Event Clinic. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M32. Extended Topics.

Following the complete delivery of all requirements for the RGB Foundation Workshop design, there may be a need for the delivery of one or more Extended Topics that help participants better prepare for the specifics of follow-on requirements/assignments.  Particularly these may include Progressive Design applications and/or RGB Certification requirements.  These Extended Topics will cover general information and specific information about specific roles and responsibilities for those present. Specific roles, for example, may include the impact of the RGB on the specific assignments of a team that will now conduct a Strategic Planning process with participants who have all undergone the Foundational Workshop.  Another specific example includes those who may be or become responsible for maintaining CapacityWare^TM Software Event Records. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M33. Clinic.

An Event Clinic is an opportunity for the Facilitation Team and (by invitation) specific workshop participants to meet while the workshop is fresh in their minds for the purpose of surfacing and recording anything that would improve future performance.  Typically, each individual will be responsible for recording their comments on butcher paper.  Normally, the Evaluation Cards of read aloud and a numeric score computed and announced.  Progress begins with the "What Went Well and What Needs Improvement" in sequence starting with the Lead, then Anchor, then Support, the other invited guests.  Unless otherwise completed by the Anchor someone will be designated to input these results into the CapacityWare^TM Software for future use as to Team operations, and Technology adequacy. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M34. Follow-through List.

Unless otherwise specified, a list will be created with the principals present that include all the necessary follow-through actions required to finalize the Event.  This includes a list of promises made publically and privately to participants.  This follow-through list will be entered into the automated Event Records so that work undertaken can be readily checked and noted as DONE when completed. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

M35. Exit/Departure.

To prepare for Transition Out, the collection of materials and equipment will be completed and delivered to a staging area.  The room will be returned to the exact condition and configuration when initially occupied.  If a photograph of the room and furniture arrangements is deemed appropriate, the photograph will be taken at this time.  Any damage to the facility and its contents made will be fully documented and reported to the proper authority upon departure.  All materials and equipment will be loaded for transportation of delivery to the appropriate carrier.  A visit to the facility Point of Contact will be completed personally by a member of the Facilitation Team prior to exit and departure with an extension of appropriate thanks.  In the event official Thanks are appropriate the names of specific individuals will be obtained along with other information needed for correspondence. 

DISAGREE 0 - 1 - 2 -- 3 - 4 - 5 - 6 -- 7 - 8 - 9 AGREE

No Response

Comments:

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