PAULA MCELWEE: So we looked through some of your questions and comments and so forth. And I want to give you a little bit of information about a couple of them. For example, one of you said we should all wear our name tags, and you are right, except that we have to take them off when we are using a microphone that bumps them. So when we are up here, we often don't have the name tags on because of that. So please just kind of bear with us. And if we are not wearing them when we go back and sit down, remind us because sometimes we forget to put them back on. They were interfering with the microphone signal that's why we did not wear them. Just so you know. Someone said we should give people more chances to move around and that's true, but you really are responsible for that yourself. Let us just say if you need to get up and pace in the back of the room or the side of the room or you want to go lean against the wall. I have some stretches against the wall that help me through the day. Please feel free and anytime we are doing small group work, if you want to mix it up and move to other tables that might also be really useful. Because that way you can meet some other people, but also, you can use that opportunity to stretch a little bit. Feel free to do that as a part of your self-care as we go through this process. There were some comments that we wanted to make and answer questions, but we also had some questions that we were not exactly sure what was meant. So one of those questions was, "how do you empower individuals without becoming overbearing and enabling dependence?” We can read that more than one way and we are still not real clear. You don't to have share with us if it was yours, but if it was your comment and you would like to share with us, we would like to figure out what you mean. Or you can write a little more explanation on the sticky note in the middle of the table and we will catch up with that later. Also, Stacey had done some kind, sharing some work about, around that too so she will have some comments later on. A lot of the things that was exciting, that you asked, when are we going to talk about, are on the agenda for today. So I guess that tells us that you are ready for the next piece and we are going to move into that pretty shortly here. Know that that's going to be happening. We also just made some notes that, you know, different cultures develop leadership in different ways. So we need to be sensitive to that throughout this conversation. Michael is going to cover more about that when he speaks, but just kind of keep that in mind. Also we've talked a little bit about how to be allies which came up in some of the notes. And some concrete examples probably will be useful. We will try to work those in today, but you might want to think about who's leadership would you like to develop and how. And think about how you can bring them to the table, bring more people to the table as you are developing allies because those are also potential leaders. They don't all have to be internal. You know, leadership development has to do partly with giving everybody the space to work together and to develop in their own ways. You may find some of those folks at the table from another group that you are collaborating with. And that's where the development of new allies might happen. But we want to remind you that you really do know some of this. In fact, as we have talked about the people who are marginalized, if in any of those handouts or any of our conversations, if you would just replace any time we are talking about marginalized people if you would just replace it with people with disabilities. Any time we are talking about people of color or any time we are talking about the LGBT community, if you would replace whatever that reference is with "person with disability" you would find, oh yeah, I get that. Because that's a big part of who we are and this is kind of a way to expand our thinking a little bit. But just think about it that way. You are not really growing new muscles, you are just strengthening something that you already know how to do. So think about how to make that happen as you grow. It will be different in every CIL; we recognize that. Each of you comes from a different community for the most part. Those communities are unique and have their own characteristics and you have to analyze them a little bit yourself and think about who can come to the table, who has not been at the table and how might you make that happen. Community is not always about everybody coming to you either, it's about relationships with other organizations, relationships with other entities and groups, and so as you develop those relationships and strengthen those relationships, you are going to be respecting others in your community who are not now a part of who you are and that will begin to open some of those doors to leaders that you may not have thought about in the past. So keep those things in mind. Dolores, there was a question that you were going to answer, I think. DOLORES TEJADA: yeah, so the question was in regards to shared goals. And the question reads "shared goals that are intersectional are often more complicated to address as single issue goals. Should we focus on one over the other?" So, my response to that would be that it shouldn't be an either or thing, but to reiterate again, yesterday, was that when you are addressing the needs of the person or persons or the population who has the most significant needs or the most intersectional needs that you are automatically going to be covering folks who are not also at that intersection. And you know, sometimes in our work we could come up to barriers in how we can do our work and it's fine if you focus on single issues or single issue goals because that is very much a step into being able to address larger goals or it could be a good starting point or it could be what you are really good at. But in that case, I would not call it necessarily intersectional work or even disability justice work and that's fine. Because disability justice is very new and it's not something that is going to happen overnight. And if you become an expert at single issue goals and then you just continue to expand and grow, then hopefully it will happen eventually. So that would be my response. PAULA MCELWEE: thanks, that makes sense, and you know as we think about the work we do now.