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One thing I learned about agitation this session is that friendly propositions, respect, and a calling-in process is key to creating a connection, and potential leadership challenge.

One question that I still have about agitation regards how one can reassure and activate a potential leader who does not feel empowered or heard, and who does not believe that they will have an impact -- what steps can I take besides them to help overcome these challenges and push them forwards gently?

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I learned that some agitations may come across as aggressive, and when having interactions with people, diplomacy over "attacking" is key.

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1. Agitation isn't easy, but if you hold people accountable for their actions, you can make them change their actions and show up in the way that really, both of you want.

2. How do I have an agitation conversation without being too pushy?

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How's Agitation really influence human desire for political field and Agitation i think what motivates or triggered the society

Steven Pereira

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Peyton B: One thing I learned about agitation from today's session was that it doesn't have to be scary or overly confrontational; it is simply an intentional discussion that gives a leader a choice about whether or not they are going to take action to limit their contradictions and expand their actions. One question I still have is how to initiate this kind of conversation and how to frame it in the least threatening or accusatory way.

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One thing I learned about agitation is that there is more than one way to approach it, getting people politically involved doesn’t have one specific key to success, there are multiple ways within guidelines that can prove to be successful.

One question I still have is how does agitation work on someone who might not feel politically motivated on any issue?

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I learned that agitation is a great way of helping leaders maximize their full potential, allowing them to be better members of their leadership team because it allows both people involved to understand each other's interests more, while gauging how to make them work together effectively in an organizational setting.

I'm still unsure exactly when it is best to engage in agitation, something more overt, or rather to let the situation defuse itself.

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In our Breakout room discussions, it proved helpful to ask the leader-to-be what kind of support they need. Agitation through presenting choice is great, but coupling that with asking them what kind of support they need to feel comfortable as a leader was super helpful. My question is this: I feel disingenuous asking others to step up as leaders in their communtities when I myself feel uncomfortable in leadership roles. How do we navigate agitating other leaders when I would be nervous if I received the same proposition? I know we are organizers, not leaders ourselves, but it feels strange to ask others to lead when I myself would struggle to do as I am asking.

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I learned that agitation is a very effective way in getting someone to step up. By being very direct about what they could provide and the struggles that might be holding them back, they are more likely to be pushed and take your opinion seriously.

How can you stay on the agitation side of confrontation without coming off as harsh?

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I learned about making a hard ask, and I'm still wondering how to respond when someone says they're too busy.

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1. One major thing that I took away from today's lesson on agitation is that sometimes people want to be pushed to their own highest potential. Before I was worried that pushing people may cause them to stop involvement entirely, but my conversations today showed me that agitation can be a powerful tool for developing stronger leaders.

2. How do I know when to end the conversation if the agitation doesn't work or they need time to think?

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One thing I learned about agitation is that it can be used to bring political communities together to make changes towards social issues.

Question: Given that agitation can sometimes come off as confrontational and harsh, what are some ways to calm the situation down and peacefully convey your message. - Shreya Verma

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One thing I learned about agitation today was the different ways it can be done. Before this meeting agitation always had a negative connotation in my eyes.

However, I'm still wondering how you can do agitation and assure your not dismissing people's other responsibilities.

Uno Ewah

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I learned that agitation conversations are very much conversations -- they have a lot of back and forth, so you should think of possible excuses/"plans of attack" ahead of time.

One question I had is when (if ever) should you abort an agitation?

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I learned that agitation can be a lot simpler than it may seem. A simple conversation could be enough to convince someone to take a huge leap for our beliefs.

One question I have is how often do situations like these happen?

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I learned that after making the person question their perceptions, you then ask follow-up questions that lead to them discovering solutions and brainstorming new ideas.

I don't have a question about agitation as of now.

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I learned that agitation can be a healthy alternative to confrontation without punishment. It can be motivating to building new leaders and ensuring that they follow through with their commitments. This is a producitve way of making sure that people are acting in a ways that align with their values and desires. Turning their motivation into direct action that is mutually beneficial and positive for the community.

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Something I learned about agitation, is if you hold someone accountable it will give them the sense of urgency. That their actions are going to change the world and will matter most to changing things around.

1). How can I get my campus leaders to feel empowered in their choice?

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I learned that agitation is a lot more complicated than I previously thought, where successful agitation requires a multileveled pitch to have success. I am still wondering how to determine prime targets for agitation, especially at my school

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Agitation isn’t about making people angry,, but it is about challenging them to act on their values and push past comfort zones.

How do you tell the difference between effective agitation and just being confrontational in a way that shuts someone down?

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Learned: the importance of personal/emotional story to win others over.

Question: understanding when we are not going to win someone over (after engaging with them) and knowing when to fold em...