Resource Based Economy Transition Team Support

Please take some time to read this outline so you can properly feel into how we can optimally operate, and how this resonates with you.

During this course you will have the ability to not only learn about the Resource Based Economy Movement and how it functions internally but also a chance to equip yourself with some skills to become an inspired and effective agent for peace. That is, if you wish to follow along an optional "course" at the bottom of each section.

Optional Read:
Reflections on Evolutionary Activism

See full list here and here

• “Resource Based Economy Movement” (RBEM)
  • attempts to capture this planetary movement that encompasses the full spectrum of interests, innovations, ideologies and methodologies related to environmental protection & stewardship, social change, political & economic reform, indigenous culture, activism, humanitarianism, spirituality and personal development. It spans all religions, cultures, nations, age-groups and sexual-orientations. It includes NGOs, communities, tribes, grassroots projects, ethical businesses, cooperatives, networks, alliances, movements and more.

• What we call ourselves, the movement
  • Cocreators
  • Innovative Quantum Connectors
  • Wayshowers
  • Pioneers
  • Highest Potential Activators
  • Global Transition team
  • Cultural Creatives
  • Blessed Unrest
  • Imaginal Cells

Optional:

We, the Citizens Of The World are calling forth a community and resource based system-redesign: a new socio-economic structure, highly automated, money-less society that facilitates human fulfillment and ecological sustainability.

We issue a call to action to transition to a Resource Based Economy, the careful application of “The Scientific Method” for human concern and holistic social design in which automation and technology will be intelligently integrated to meet our basic needs and maximize our quality of life. It is a cultural shift from guilt and condemnation to personal and social responsibility. Free access replacing ownership and collaboration replacing competition.

​WE The People, are calling on the experts in all fields of life to help organize and account for Earth's carrying capacity. We are calling for a scientific and technical alliance towards problem solving without the interference of money or politics to initiate global unification and ecosystem restoration. We call on alternative media to make humanity's progress, collaboration and golden innovations visible.
 

We are saying NO to the current life extinguishing system and YES to a system that has reverence for all life.

1. Food, Environment, & Water 2. Health, Wellness, & Family 3. Science, Technology, & Energy4. Housing, Infrastructure, & Transport 5. Arts & Culture 6. Resource Sharing & Economics 7.Ancient Wisdom 8. Justice, Sovereignty, & Governance 9. Spirituality & Personal Development10. Relations, Peacebuilding, & Community 11. Learning & Education 12. Media & Communications.

We agree to the following Principles:

Please declare your support by becoming a signatory at Free World Charter endorsed by 56k. See further descriptions here.

• The highest concern of humanity is the combined common good of all living species and biosphere.

• Life is precious in all its forms, and free to flourish in the combined common good.

• Earth's natural resources are the birthright of all its inhabitants, and free to share in the combined common good.

• Every human being is an equal part of a worldwide community of humans, and a free citizen of Earth.

• Our community is founded on the spirit of cooperation and an understanding of nature, provided through basic education.

• Our community provides the necessities for a healthy, fulfilling and sustainable life for all its members, freely and without obligation.

• Our community respects the limits of nature and its resources, ensuring minimal consumption and waste.

• Our community derives its solutions and promotes progress primarily through the application of logic and the best available knowledge.

• Our community acknowledges its duty of care and compassion for members who are unable to contribute.

• Our community acknowledges its responsibility to maintain a diverse and sustainable biosphere for all future life to enjoy.

We agree to the following Goals (Partially endorsed by 1.5m)

We agree to a Resource Based Economy, the careful application of *“The Scientific Method” for human concern, the creation of abundance for all, the automation of as much labor and decision making as practical, and a cultural shift from guilt and condemnation to personal and social responsibility. Free access will replace ownership, collaboration replace competition, and coercion will ultimately be eliminated.

​We agree that our natural resources become the common heritage of all people and non-human animals, available to all, and the responsibility of all.  To manage these resources intelligently and with the maximum efficiency, we nominate “Resource Management Teams” on a local level as well as regional and global. These will be comprised by people who are technologically oriented to help organize our resources in the most life-affirming ways.  All information is made available to everyone, online and open source, and everyone can be involved, making sure that the most efficient systems are utilized.

We agree that ultimately money will not be used or recognized as a symbol of value or barter, nor will it be used to determine each person’s inherent value (life itself). Every Human is afforded what they need and require. In rare cases “net benefit rewards” can be used for luxury items that are truly scarce and are beyond the basic necessities. Net benefit is awarded to individuals only after it has been quantifiably demonstrated that people and the planet have benefitted from that action, disappears after one transaction and is non transferable. (Copiosis)

We agree to afford our Earth full recovery from man’s ravaging. We agree that intense, intimate cooperation across all continents is essential to reviving our Earth’s life systems. We collaborate to recover the oceans and waterways, the forests, the soil and atmosphere.

We agree that where conflict, aggression or poverty occurs, the immediate community, supported by the global community, will work to realize its immediate resolve.

We agree to redesign laws and develop new technology in order to protect people, their natural rights, personal choice and privacy, while still ensuring the sovereignty of all.

We agree to pull out of all wars and stop investing resources in the creation of future weapons. We agree to re-purpose the existing military infrastructure in life-affirming ways. We facilitate mediation and rehabilitation throughout the world in order to create security and comfort for all.

We agree to cooperate worldwide to re-orient military personnel and law enforcement departments into working to repair essential infrastructures, revive ecosystems, and help with the creation of sustainable water, energy, and food production systems.

We agree that we will arrive at decisions through an extensive collection and evaluation of information, and the informed consent of all individuals. These decisions will use the scientific method, consensus and liquid democracy without imposing choices on minorities.

We agree to cooperate without hierarchy and collaborate in all fields of life across all continents, to inform and educate each other without prejudice, so that everyone can choose from a self-empowering, truth-filled, transparent knowledge base, to enable everyone to pursue their interests, to contribute their natural gifts and acquired skill for the benefit of all.

We agree to keep voluntarily providing services and products we are presently providing if they are vital for the well being of our community.

We agree to practice compassion, kindness and forgiveness, beginning with ourselves and including our entire Human Family we transcend the polarities of Us vs Them into unity-consciousness.

Optional: 

VALUES

The movement is built on three different pillars: swarm work, traditional NGO structures, and a hierarchical topdown structure that distributes resources to support the swarm. These are roughly equally important, but fill completely different needs; the hierarchic work distribute resources and associated mandates from the board into the organization, making decisions for effective opinion building and other operative work; and the spontaneous swarm work is the backbone of our activism.

We work under the following principles:
We make decisions. We aren’t afraid to try out new things, new ways to shape opinion and drive the public debate. We make decisions without asking anybody’s permission, and we stand for them. Sometimes, things go wrong. It’s always okay to make a mistake in the GLM, as long as one is capable of learning from that mistake. Here’s where the GLM's "three co creators rule” comes into play: if three self-identified co-creators are in agreement that some kind of activism is beneficial to the party, they have authority to act in the movements name. They can even be reimbursed for expenses related to such activism, as long as it is reasonable (wood sticks, glue, and paint are reasonable; computer equipment and jumbotrons are not).

We are courageous. If something goes horribly wrong, we deal with it then, and only then. We are never nervous in advance. Everything can go wrong, and everything can go right. We are allowed to do the wrong thing, because otherwise, we can never do the right thing either.

We advance one another. We depend on our cohesion. It is just as much an achievement to show solitary brilliance in results as it is to advance other co-creators.

We trust one another. We know that each and every one of us wants the best for the Earth.

We take initiatives and respect those of others. The person who takes an initiative gets it most of the time. We avoid criticizing the initiatives of others, for they who take initiatives do something for the movement. If we think the initiative is pulling the movement in the wrong direction, we compensate by taking an initiative of our own more in line with our own ideals. If we see something we dislike, we respond by making and spreading something we like, instead of pointing out what we dislike. We need diversity in our activism and strive for it.

We respect knowledge. In discussing a subject, any subject, hard measured data is preferable. Second preference goes to a person with experience in the subject. Knowing and having experience take precedence before thinking and feeling, and hard data takes precedence before knowing.

We respect the time of others and the focus of the organization. If we dislike some activity or some decision, we discuss, we argue, we disagree, and/or we start an initiative of our own that we prefer. On the other hand, starting or supporting an emotional conflict with a negative focus, and seeking quantity for such a line of conflict, harms the organization as a whole and drains focus, energy, and enthusiasm from the external, opinion-shaping activities. Instead, we respect the time and focus of our co-activists, and the focus of the movement. When we see the embryo of an internal conflict, we dampen it by encouraging positive communication. When we see something we dislike, we produce and distribute something we like. We work actively to spread love and respect, and to dampen aggression and distrust. We communicate positively. If we see a decision we dislike, we make our point about why we dislike it without provoking feelings, or, better yet, we explain why an alternative would be better. We campaign outward and cohesively, not inward and divisively. Again, we communicate positively.

We act with dignity. We’re always showing respect in our shaping of public opinion: respect toward each other, toward newcomers, and toward our adversaries. We act with courtesy, calm, and factuality, both on and off the record. In particular, we’re never disrespectful against our co-activists (one of the few things that GLM will have zero tolerance with).

We represent ourselves. GLM depends on a diversity of voices. None of us represents the GLM on blogs and similar: we’re a multitude of individuals that are self identified liberation Co-activist. The diversity gives us our base for activism, and multiple role models build a broader recruitment and inspiration base for activism. Internally, we’re also just ourselves, and never claim to speak for a larger group: if our ideas get traction, that’s enough; if they don’t get traction, the number of people agreeing with those ideas is irrelevant. 

LEADERSHIP

Leading in the movement is a hard but rewarding challenge. It’s considerably harder than being a middle manager in a random corporation. On the other hand, it’s somewhat easier than sending letters by carrier mackerel across the Sahara. Above all, it is stimulating, exciting, and simply quite fun. The challenges lie in the constant demands for transparency and influence from your area of responsibility, combined with the demands for results and accountability from those you report to. Basically, this means that leadership in the GLM is a social skill, rather than a management or technical skill. It is about making people feel secure in their roles.

Above all, we need to defend two things in all our actions:

— The movements focus 

— The organization’s energy. It is incredibly easy to get drained of energy if you start feeling negative vibes. There is a need for a constantly reinforced we-can-do-this sentiment.

In order to sustain these two values, we who have taken on co-activists responsibility use the following means:

Monkey see, monkey do. We are role models. We act just the way we want other people in the organization to act. One part of this is to always try to be positive. In all organizations, the organization as a whole will copy its leaders. When we yell at somebody, we spread the culture of yelling at one another. When we advance and praise people for what they do, we spread the culture that people should advance and praise one another. Therefore, we do the latter.

This can be hard. An example is in forums where we find ourselves in a discussion with somebody who seems to be wrong. It’s easy to take on an irritated tone of voice and use condescending language (for a funny illustration of this phenomenon, look up the URL http://xkcd.com/386/). We must avoid this by being aware of the risk and counteracting it. This goes especially for net-only communication, where important parts of communication such as body language, emphasis, and tone of voice just disappear, parts that would otherwise have reduced the experienced aggression in many comment fields. Attitudes are highly contagious, so, therefore, we make sure to have a positive and understanding attitude. We spread love, trust, energy, and enthusiasm.

We make decisions. We have had decision-making authority delegated to us in some area of the organization, and we use it. We are not afraid of saying, “I make this decision,” because it is our express and explicit task to make decisions independently and then stand for them. The opposite would be if we let everybody have a say in everything. We don’t operate like that. We make decisions by ourselves; we have standalone decision makers. You are one of them. Also, we avoid voting to the extreme and only use it as a very last resort: voting creates losers

However, our being decision makers is no excuse for treating the mandate with disrespect. We treat everybody affected by our decisions with just as much respect as we need ourselves to keep enjoying respect as leaders and decision makers. Decisions shall be used to strengthen the movements energy and focus, and a decision that makes harmfully large portions of the organization upset about the decision in itself should be rescinded. This calls for an independent striking of a balance between making independent decisions and our dependence on the trust of the affected to keep making decisions, and the grayscale is quite large.

We lead by inspiring and suggesting, never by commanding. In a swarm, nobody can or should be told what to do. We do not have any kind of mandate to point at people and tell them to do things. Rather, we must inspire them to greatness. We cause things to happen by saying aloud that “I’m going to do X, because I think it will accomplish Y. If enough of us do this, we could probably cause Z to happen. Therefore, it would be nice to have some company when I do X,” or something along those lines in our own words.

We advance role models. We reward our colleagues as often as we can, both in public and private, when they display a behavior we want to reinforce. In particular, this goes for activists who advance their colleagues. We praise and reward individual brilliance as much as helping others to shine. This is important.

We reward with attention. Every behavior that gets attention in an organization is reinforced. Therefore, we focus and give attention to good behavior, and, as far as possible, we completely ignore bad behavior. We praise the good and ignore the bad (with one exception below).

We assume good faith. We assume that everybody wants the movement to succeed, even when they do things we don’t understand. We assume they act out of a desire to help GLM, even if we perceive the result as directly opposite. In such situations, we show patience and encourage activism while helping newcomers make themselves comfortable in our organizational culture. In such a manner, we also display good faith ourselves as leaders and act as role models.

We react immediately against disrespect. Even if we have great tolerance for mistakes and bad judgment, we do not show tolerance when somebody shows disrespect toward his or her colleagues, toward other activists. Condescending argumentation or other forms of behavior used to suppress a co-activist is never accepted. When we see such behavior, we jump on it and mark it as unacceptable. In our leadership roles, we have an important role in making sure that people feel secure in their roles, with no bullying accepted. If the bully continues despite having the behavior pointed out, he or she will be shut out from the area where he or she disrespects his or her peers, and if some friend reinvites him or her back just for spite, we will probably shut off the friend, too. We have absolute-zero tolerance for disrespect or intentionally bad behavior against co-activists.

We speak from our own position. When we perceive somebody as being in the wrong, we never say “you’re stupid” or similar, but start from our own thoughts, feelings, and reactions. We communicate using the model “When you perform action X, I feel Y, since I perceive you think Z,” possibly with the addition “I had expected A or B.” An example: “When you give the entire budget to activism, I feel frustrated, as I feel you ignore our needs for IT operations. I had expected you to ask how much it costs to run our servers.” This creates a constructive dialogue instead of a confrontational one.

We stand for our opinions. We never say “Many people feel…” or try to hide behind some kind of quantity of people. Our opinions are always and only our own, and we stand for them. The one exception is when we represent an organization in a protocolled decision.

Administration is a support and never a purpose. We try to keep administrative weight and actions to a minimum, and instead prioritize activism. It is incredibly easy to get stuck in a continuously self-reinforcing bureaucratic structure, and every formal action or process needs to be regularly questioned to evaluate how it helps activism and shaping the public opinion

We build social connections. We meet, and we make others meet. Social connections — that people meet, eat, and have beer or coffee with each other — are what make the Pirate Party into an organization.

We develop our colleagues. We help everybody develop and improve, both as activists and leaders. Nobody is born with leadership; it is an acquired skill. We help each other develop our skills, even in our roles as officers and leaders.

Finally, all leaders and decision makers in the GLM should see the fifty-five-minute video “How to protect your open source project from poisonous people.” On the surface, it is about a technical project, but the focus is on courses of action when events pop up that disturb the focus or energy in a volunteer community. It is very applicable to the movement, too.

This is a document that is being updated as we go. It cannot be used to beat somebody over the head because a certain part can be read a certain way: the important thing is the spirit and not the letter

The Co-Creator’s Agreements

Be Mindful My intent is to be myself, to be authentic, and to be fully present.

Realize our Potential My commitment is to realize my full potential and support others in doing the same.

Follow my Guidance I agree to attune with spirit and follow the calling of my soul on behalf of the well-being of the whole.

Communicate with Integrity I agree to tell my truth with compassion for myself and others.

Act with Integrity I agree to keep my agreements and will do my best to follow my heart in making commitments.

Deep Listening I agree to listen respectfully to the communication of others and tune into their deepest meaning.

Honor One Another I agree to honor each person’s process, acknowledging that everyone, including myself, is making the best possible choice or decision we are capable of in that moment.

Appreciate Our Contributions I agree to acknowledge others for their contributions to the whole.

Honor Our Differences I agree to come from a sense of cooperation and caring in my interactions with others, and from an understanding that objectives are often the same even though methods for achieving them may differ. I honor the diversity of all life.

Take Responsibility I agree to take responsibility for my creations, my reactions, my experience and my relationships.

Maintain Resonance I agree to take the time to establish rapport and then to re-connect with anyone with whom I feel out of harmony as soon as it may be appropriate.

Resolve Problems Constructively I agree to take problems, complaints and upsets to the person(s) with whom I can resolve them, at the earliest opportunity. I agree not to criticize or complain to someone who cannot do something about my complaint, and I will redirect others to do the same.

Go for Excellence I agree to support others and to be supported in participating at the highest level of excellence.

Learn from Experience I agree to do my best to learn from my experiences.

Accept Imperfections I intend to embrace and accept the imperfections of myself and others.

Be a Leader I agree to foster an environment of genuine collaboration in which all people, including myself, feel empowered to express our individual and collective potential.

Service to Others I am willing to open my heart, still my mind and be in compassionate service to all life.

Re-evaluate My Commitment I agree to choose and re-choose to participate in this core group. It is my choice.

Lighten UP! I agree to create joy in my relationships, my work and my life.

- The Co-Creator’s Handbook by Carolyn Anderson with Katharine Roske and adapted from the Geneva Group Agreements, Boulder, CO.

Optional:

These are the 16 Four Worlds Guiding Principles. Fundamental, primary truths exemplified in the phenomena of the natural world. They are not doctrine, dogma, or require any beliefs. They can guide our behavior in pursuit of a more just, sustainable, and harmonious world. Guiding principles are for values clarification and offer a principle-centered approach to cooperating that has us look at what we are committed to achieve, and what is required for development processes to be effective.

Starting from within, working in a circle, in a sacred manner, we develop and heal ourselves, our relationships, and our world.

Starting from Within

1. Human Beings Can Transform Their Worlds
The worldview of our relationships with others and the natural world, which has given rise to the problems we face as a human family, can be changed.

2. Development Comes from Within
The process of human and community development unfolds from within each person, relationship, family organization, community or nation.

3. No Vision, No Development
A vision of who we can become and what a sustainable world would be like, works as a powerful magnet, drawing us to our potential.

4. Healing is a Necessary Part of Development
Healing the past, closing up old wounds, and learning healthy habits ofthought and action to replace dysfunctional thinking and disruptive patterns of human relations is a necessary part of the process of sustainable development.

Working in a Circle

5. Interconnectedness
Everything is connected to everything else; therefore, any aspect of our healing and development is related to all the others (personal, social, cultural, political, economic, etc.). When we work on any one part the whole circle is affected.

6. No Unity, No Development
Unity means oneness. Without unity, the common oneness that makes (seemingly) separate human beings into “community” is impossible. Disunity is the primary disease of our community.

7. No Participation, No Development
Participation is the active engagement of the minds, hearts, and energy of people in the process of their own healing and development.   

8. Justice
Every person (regardless of gender, race, and religion) must be accorded equal opportunity to participate in the process of healing and development, and to receive a fair share of the benefits.

In a Sacred Manner

9. Spirit
Human beings are both material and spiritual in nature. It is therefore inconceivable that the human community could become whole and sustainable without bringing our lives into balance with the requirements of our spiritual nature.

10. Morals and Ethics
Sustainable human and community development requires a moral foundation centered in the wisdom of the heart. When this foundation is lost, morals and ethical principles decline and development stops.

11. The Hurt of One Is the Hurt of All: The Honor of One is the Honorof
All The basic fact of our oneness as a human family means that development for some at the expense of well-being for others is not acceptable or sustainable.

12. Authentic Development
is Culturally-Based Healing and development must be rooted in the wisdom, knowledge and living processes of the culture of the people.

We Heal and Develop Ourselves, Our Relationships and Our World

13. Learning
Human beings are learning beings. We begin learning while we are still in our mother’s wombs, and unless something happens to close off our minds and paralyze our capacities, we keep learning throughout our entire lives. Learning is at the core of healing, development, and social change. 

14. Sustainability
To sustain something means to enable it to continue for a long time. Authentic development is not dependent on finite resources; it does not use up or undermine what it needs to keep going.

15. Move to the Positive
The best approach to solving the critical problems in our lives and communities is to visualize moving into the positive alternative that we wish to create by focusing on the strengths we already have, rather than on fighting the things we want to change.

16. Be the Change You Want to See
The most powerful strategies for change always involve positive role modeling and the creation of living examples of the solutions we are proposing. By walking the path, we make the path visible.

The Sixteen Principles for building a sustainable and harmonious world community emerged from a 40-year process of reflection, consultation and action within Indigenous communities across the Americas. They are rooted in the concerns of hundreds of Indigenous Elders Spiritual Leaders and Community Members, as well as in the best thinking of many non- Indigenous scholars, researchers and human and community development practitioners. Read more here

Optional:

PURSUE YOUR PASSION

The first thing you need to know about the UE open co~creative community is our common guidance system: Follow your highest excitement!

What we are envisioning and co~creating is a world where everybody is free to follow their bliss in any way that doesn’t harm. And so we all feel called to embody this guiding intention throughout our actions and interactions.

One important aspect of this approach is that you never have to feel pressured to do or be anything that your heart isn’t called to. This is especially vital to remember in an environment as dynamic and vibrant as ours where you can easily get caught into an endless and accelerating flow of inspiring work. That’s why we don’t call it work but play ~ or maybe playful service! 🙂

HERE WE GROW

To create a new lifestyle and way of being we must also aspire to embody it, right? Walking our talk.

As a community we feel totally inspired by what we do, but it’s the how we do that is really at the heart of our coming together. As UE co~creators we are consciously choosing to embark on a shared journey that is rooted in reconnecting with our Authentic Self and our Authentic Expression. By using and experimenting with practices and tools such Non-Violent Communication, Intuitive Guidance, Deep Listening, Shadow Work, Collective Intelligence and more, we are collectively building an online new paradigm community of conscious evolution and planetary co~creation.

Collaboration Tools 

• Website for communicating the vision
• RBEM facebook group for inviting people into the circle, sharing information and exploring broader synergistic possibilities
• Facebook chats for informal and spontaneous group chats, answering questions of interested people and onboarding them into slack
• Airtable task management and project focused chats
• Zoom for video calls and meetings
• Google docs for online co-creation of documents
• Google drive for archiving files
• Timebridge for scheduling meetings

Introduction

Clarity of purpose, and alignment of principles in pursuit of that purpose, preserves the trust and cooperation needed to work together effectively. Taken as a set, they can serve as a “community operating system” and help maintain the integrity, transparency, accountability, and spirit needed to take care of our communities. The need for such a protocol is even more apparent when relating to each other in a digitized world. These principles can serve as a societal code for guiding our development and participation in what we’ll call “Deep Social Networks.”

Introducing Deep Networks and the Digital Fourth Way

The power of social networks opens the possibility of what we call “Deep Social Networks”. Beyond staying connected, in touch, and aware of each other’s activities, Deep Social Networks are shared public or private spaces for engaging each other and working on concerns that really matter to you and the people you care about. Members of Deep Social Networks are committed to produce something in their lives and the lives of others. Deep Social Networks are for building relationships, producing meaningful results, learning and growing together via a principled-approach to personal and community development. Whereas social networks connect our devices, Deep Social Networks connect our hearts and shared commitments for just and lasting change.

1. Co-Creative Leadership and Design

Deep Networks have a clear purpose, principles, identity, structure, and direction. This is the seed. Without a positive vision, and a way to build together that draws us to our potential, there will be no development. Co-creative leadership assumes that the situations we face are of our own making and that we can come together and build networks that make positive change. In this section we answer the questions: Why create a deep network? And how are deep networks organized?

Purpose, Principles, Vision and Mission

Why create a Deep Network? By explicitly naming what identifies and binds a Deep Network together, members know its purpose, why it exists, and what they are making together. What members of Deep Networks commit to create and the principles that govern their behavior in pursuit of their purpose define the network.

A Deep Network is a healthy example of collaborative co-creative leadership and a win-win decision making model. Participant members organize around common concerns, objectives, outcomes, and issues that matter to the participants. By putting value and values at the core of a Deep Network we establish guiding criteria for making decisions, building relationships, and producing results. Through clarity of purpose, principles and intent, members extend their capacity to synchronize their actions with each other and with others outside the network

Network Structure: Open and Self-Organizing

How do you organize a Deep Network? Self-organizing means that the growth of the network emerges and evolves overtime. Distinct from a centralized or decentralized organizational structure, selforganizing networks are distributed and flexible. There isn't one leader and the network of participants evolves over time. Removing a leadership node does not destroy the network, which simply reforms around a new node while keeping the periphery open to new participants. This lends itself to a shared leadership model with different people taking the lead on different activities.

4. Learning, Planning, Knowing and Doing

Deep Networks are made of members committed to plan, act, and learn together. Deep Network members recognize that development unfolds from within each person and everything is connected to everything else. We grow by learning and healing. With no unity there is no development. With no participation there is no development. In this section we answer the questions: How do you participate in a deep network? What do you do? What do you manage and measure?

Learning Circles at the Heart of Deep Networks

How do you participate in a Deep Network? For many of us these technological innovations and enhanced ways of relating are new and unfamiliar. A learning circle offers wholeness and a nonhierarchical way of relating to each other that assists in learning and growing. The circle configuration is a symbology of the "sacred hoop" of all life. Deep Networks need the input and feedback that come from the circular context of learning and growing together. It is the heart of the network.

We are lifelong learners. Learning is preparing for the future. Learning to change with a changing world is vital to growing. Without learning, in the future we will repeat what we have done in the past. Our ways of relating with each other and the natural world have given rise to the problems we face. It is time to learn and change our ways of taking care of each other and our world. Learning is healing and healing is learning. Healing the past, closing up old wounds and learning healthy habits of thought, reflection, and action to replace dysfunctional thinking and disruptive patterns of human relations is a necessary part of the process of sustainable development.

Producing Results

What do you do in a Deep Network? A deep social network encourages its members to create, connect, collaborate, and share while engaging in four primary activities:

Peer to peer sharing - By starting from within, each network member has a "voice" made tangible as a profile page that gives each member a presence on the network. Our digital identities are virtual versions of ourselves that others can interact with in an asynchronous mode. Deep Networks blend synchronous and asynchronous modes of communication. Synchronous communication takes place at the same time, e.g. face to face, on the phone, teleconferences, instant messaging. Asynchronous communication allows us to interact with each other at different times., e.g. email, text messaging People share peer-to-peer; from me to you, and you to me; and to my friends and to your friends; one to one, one to many, and many too many.

Small group activities - People also work together in small groups to produce results and communicate to organize and coordinate their activities and events. They need to be able to keep each other informed, make and keep track of commitments, and come to resolution through “decision-finding” and “decision-making” processes. Deep social networks are the platform upon which these small group activities get done.

Large-scale collaboration - Deep networks also enable many people to come together and collaborate on a scale the likes of which we've never seen before. The viral expansion capabilities of social networks make it so that ideas can easily be shared with large numbers of people, very quickly. But unlike non-participatory media, with social media we also gain the benefit of feedback and input from large numbers of people.

Community Hosting - Deep Networks require “Hosts” who are part of a network’s “active core.” Our Hosts take responsibility for the network working and take care of its members and the content the members create and share. If the activities and results associated with the network are not meaningful and relevant to the network members it will not grow. It is up to the community hosts to make sure that the network is cared for and that its members are well served. It is very much like hosting a gathering; i.e. you invite people, welcome them, and make sure they are cared for while they are there.

Planning, Managing and Measuring Results

What are the success factors? Fulfilling the mission of the network is to realize its purpose according to the service populations you defined. What do those you serve have to say about the network? Clarity in design helps clarify what it means to be on purpose and what successful outcomes are. Planning is a permanent ever evolving conversation. It isn't something to discuss a few times a year. In the process of working together we are anticipating challenges and opportunities. Planning includes defining periodic milestones, speculating about different options, formulating actions. Measures of a vibrant deep network include the size and growth measured by the number and diversity of members, levels of interactivity, and volume of contributions by its members. Characteristics of a deep vibrant network include collaborative leadership and functional capabilities, openness to creativity and innovation, effective communication, learning and healing, collective intelligence, inclusiveness, flexibility and trust.

3. Relationships, Sharing and Taking Care of Our Gifts

Belonging to a community not only makes you a part - belonging implies ownership, the community becomes yours. Networks are what we make of them. To sustain and grow a deep network, members must be sharing and maintaining resources and relationships. Every member is given an equal opportunity to participate and share in the development and the benefits. With the oneness of community and the realization of our interconnectedness we operate as if the hurt of one is the hurt of all and the honor of one is the honor of all. In this section we answer the questions: Who do you include? How do you encourage participation? How do you share resources?

Participants: Inclusive, Diverse, and All Levels of Participation 

Who belongs in a Deep Network? All stakeholders with an interest in the purpose of the Deep Network being realized should be invited. Deep Networks are often intergenerational and crosscultural. By including diverse points of view, we introduce thinking and practices that enrich the network and the results being produced. There is unity in diversity--you connect through your similarity and innovate through your diversity.

How much participation is required? Deep Networks energize participation via flow patterns and rhythmic cycles. Inviting and welcoming new people into the network i.e. the art of hospitality in an online environment is necessary for the network to form and grow. Everyone must feel at home.

A Deep Network needs an “active core” of participants. These are the people committed to the network's mission and taking care of its members. Just a handful can do wonders. There are also “connected members” whose participation may be infrequent. Networks need all levels of participation. Some members will be as important as the active core. Networks purpose are strong, networks can deal with problems, improvise solutions, and imagine new directions.

Resources: Open and Easily Shared 

How are individual and collective resources respected, protected, and shared? Deep Networks are managed as a commons and can create enormous value by turning what we have into what In Deep Networks resources are easily discoverable and shared using open source principles and a free set of transparent licenses (e.g. Creative Commons) that overcome the complications of copyrights rules. Deep Networks contain community directories for description and discovery purposes that make it clear to members what can be shared and what rights are granted to whom. 

Generosity of spirit and openness to creating new value out of shared open resources is a powerful dimension of the community commons and the value we can create in Deep Networks. Decentralized and distributed non market mechanisms that do not depend on proprietary strategies are effective cooperative efforts offering a radically new way of creating wealth in a sharing economy. 

4. Reflection, Reverence, and Authenticity

What makes a Deep Network sacred and harmonious? Reverence and respect for both material and spiritual aspects of life and the sanctity of life is at the heart of Deep Networks.Human beings are both material and spiritual in nature. It is therefore inconceivable that the human community could become whole and sustainable without bringing our lives into balance with the requirements of our spiritual nature. When the way of healing, peace, and partnership building is lost; morals and ethical principles decline and development stops.

Knowing and the Knower are One

Bringing our lives into balance requires going deep within ourselves and those closest to us. We know that the world will be different only if we live differently. Knowing that we need to change, and knowing what to change, does not guarantee that we will change. For change to happen we need the desire and the will for change. By combining awareness and commitment we create the will and the way to bring about lasting change. This is where knowing and the knower meets. 

Being the Change We Want to See

There is no substitute for authenticity and being who we are. We are as sick as our deepest secrets. If we want to create a world that is effective and sustainable, people must be committed to learning new patterns of life and remembering to awaken the need to drive change processes themselves.

Development is deeply personal and comes from within. This active approach of entering into a creative relationship with life, and of making choices that will lead to the making of a better world is the choice of “stepping into history”. The urgency of today suggests that it is going to take “everybody all at once” to shift our culture by recognizing, respecting and adapting to our different cultures. To open up and see, hear, and love one another in our daily living. As Lao Tse says: “In the end everyone will know that everyone did it.”

Optional:

Intro

The guidline and protocolls as noted below will continue to grow and expand as needs come up. They are also inclusive as to where the group is right now and may be subject to looser protocols the further outside the core group it goes, into swarming style. 

Performance Measures

• Each team must either assign a person to update projects and progress on Airtable or send infromation to Erykah Sundance to input the data
• Every team maintains a document in the teams google drive outlining objectives, timeline, defining periodic milestones, speculating about different options, formulating actions.  
• Larger measurements will be taken in accordane to RBEM's objectives as outlined in strategic objectives and will be visible on Airtable. 

Facebook Groups Participation Guidelines

1. Openness to learning from each other, honouring each person’s unique perspective.
2. Respecting each other; if you disagree with what is shared here find a respectful and constructive way to provide feedback and input. Attacking comments will be removed, and those people will be given a warning - if they don’t adjust their behaviour they will be removed from this group.
3. Openness and enquiry; consider replying with a question that stimulates learning and takes the process further.
4. Care and empathy; consider the impact of your words before you share your thoughts, and integrate into your point of view also the view that others may hold.
5. Research and explore; we promote conscious learning and development for all of us here. We are all on this path together, nobody has gone here before us.
6. Each group will have it's on applicable guidlines
7. No more than 4 posts per day per member unless on a specific team task
8. Personal conflicts can be addressed in the Learning and Growing together group. 
9. Before posting personal posts, likes or comments, Admins please be sure you are posting as yourself and not United Earth. 

Decision Making

Ideas:

• Since we are still creating a strong foundation please consult with the Stewards team if it relates to a high risk decision. 
• Low risk decision will require consulting with two people from the RBEM community according to who the decision will be affecting or knowledge level on the subject. 
• For group making decision we will use the scientific method of coming to an understanding together. We will keep asking questions and doing research to bring more information on the different outcomes of the decision. We will consult experts in that field and entertain different results that will meet everyones needs. 
• Voting creates losers so only do this as a last resort. 
• Finally, you can say that everybody has the power of veto for decisions. (then you are dealing with a problem solving situation and individuals concerns) One single “no” from any participant is a final “no” for the group as a whole. Therefore, nobody will leave the room as a loser. This creates two very powerful mechanisms: the first is that it forces everybody to find a solution that is acceptable to everybody, and the second is that it slowly releases all fears of leaving the room as a loser, creating a completely different mind-set from the one surfacing when fighting internally.

• People who anticipate a voting process prepare themselves for the possibility of losing — so they become motivated by fear of losing personally, rather than motivated by the joy of building the movement that furthers their personal goals.

Conflict Resolution

• If you have a conflict please address it within two days. 
• You can post in the appropriate slack channel or send a direct message on facebook to a mediator asking for a healing circle to open and the topic but not more than that.
• You can also reach out to the Wisdom Council, through the Conflict Resolution subteam, they can mediate conflicts as the result of frictions within the group, or even in the relation of the group with others. They take on the tasks of understanding the conflict, exploring the views given by the involved sides, and offer tools to reach peace. Though the subteam may not directly judge a decision, but rather let the parties come to an understanding, it may make binding decisions if asked to.

Cause for Removal

• Oppressive behavior is herein defined as behavior that demeans, marginalizes, threatens, or rejects people or non human animals. 
• 1. Initial Warning: If the offence is minor, an informal conversation between the affected parties may be sufficient to reach an agreement. If an initial warning is not received in a positive matter, an intervention should be called. In addition to this, it might be necessary to ask the offender to temporarily leave the group and not to enter any of the groups affiliated gathering place(s) until the issue is sorted out and an intervention can be arranged.
  2. Intervention: Anyone exhibiting oppressive behavior can be subject to an intervention by a group of concerned and/or affected people. The purpose of the intervention is to make it known to the offender that their behavior is not acceptable and that there are consequences for oppressive behavior. Also, it is an opportunity for the affected parties to settle the dispute, mediate an agreement, or find closure. The offender may be asked to make commitments to the person/people involved in the dispute and the larger community. If a person feels they have been unjustly singled out as an oppressor, they have the right to call an intervention of their own.
  3. Commitments and Ejection: If the offender is not fulfilling the commitments they made to the person/people involved in the dispute and the larger community, the offender will be asked to leave the campaign. In order to prevent "campaign hopping" someone who has been asked to leave the group because of oppressive behavior will be identified to other campaigns, as well as the activist community at large.
  4. Follow Up: The purpose of the follow up is for the community and/or individuals to make sure that the survivor of the oppressive behavior is receiving the support or other services they need. 

FAQ

More questioned answered here 

How do we function?

• team stewardship and roles can be shared. 
• being in the heart is a constant practice and invitation for all contributors
• you are invited to always respect your needs and boundaries and follow your flow
• commitments (tasks, meetings, etc.) should be honored, yet they can be adjusted at any time in a responsible manner. Communicate with the team if you are unable to complete the task as soon as you know so someone else can step in. 
• all are invited to decide, before any significant action within their own domain, whether they should inform, consult (ask advice) or get the consent of relevant peers. Strategic decisions usually require consent of the team’s stewardship
• we address tensions as soon as they arise, remembering that we are the creators of our personal reality. 

What are the recommended group sizes?

• No more than seven people work closely with one another in a given tight context. 
• For more open ended discussion 30 people. 
• Top at 150 people on specific topics or project. 
• Once they reach these levels break of into two groups on more focused topics. 

What are the causes for blacklisting and where is the list?

People who have been removed might also need to be put on a blacklist to prevent from "group hopping" For reasons of oppressive and threatening behavior. Abusing responsibilities and .. 

This list is on airtable found here

Optional:

Optional: The Power of Story

A goal is a broad primary outcome. A strategy is the approach you take to achieve a goal. An objective is a measurable step you take to achieve a strategy. A tactic is a tool you use in pursuing an objective associated with a strategy.

Roles

Stewards (or purpose holders) are considered the core of the group. They are committed long term and are participating at least 20 hours a week on the project. 

Supporter ~  Receive a monthly update on UE unfoldings 

Networker ~ Share this vision-in-action with their network without getting directly involved

Co~creator ~ are usually in teams in accordance with their interest and skill of no more than 8 people. They work with direction from the steward’s guidance and the team stewards. 

Sponsor / Investor ~ Sharing resources to best serve our Global Renaissance. 

Partners ~ Are organizations who have agreed to co create 

*Active Co-creator ~  is considered active when they are responsive to chats, facebook posts, groups, with their teams and projects at least every other day. 

Synergy Wheel Sectors

One of United Earths missions is to showcase and support the existing solutions. This Synergy Wheel is just a way to organize it.
A place for inspired, skilled people of each sector to start connecting, sharing and ultimately co creating what each part of our new world could look like. Resulting in the most inspired spaces in the world! Connected with Synergistic Co creation Quest where these groups will eventually meet to create the blueprint for our new system. 

This is a place for inspired, skilled people of each sector to start connecting, sharing and ultimately co creating what each part of our new world could look like. This is done by showcasing and supporting the existing solutions in each Sector, resulting in the most inspired spaces in the world! Connected with Synergistic Co creation Quest where these groups will eventually meet to create the blueprint for our new system.

• 1) Food, Environment, & Water
• 2) Health, Wellness, & Family
• 3) Science, Technology, & Energy
• 4) Housing, Infrastructure, & Transport
• 5) Arts & Culture
• 6) Recource Sharing, Economics, & Trade
• 7) Ancient Wisdom
• 8) Justice, Sovereignty, & Governance
• 9) Spirituality, Personal Development, & Religion
• 10) Relations, Peacebuilding, & Community
• 11) Learning & Education
• 12) Media & Communications 

Projects and Tasks can be found in spreadsheets on Airtable 

Positions Needed Now

We are urgently looking for coordinators administrators and skilled media team - including graphic design, copy-writing, computer animation.  

Optional:

The 12 Ss of Co-creation*

*based on the 7 Ss of Co-creation by Barbara Marx Hubbard listed below:

1. Syntony: attunement with the patterns of creation experienced as one’s own inner motivation and intuition.
2. Synergy: the coming together of separate parts to form a new whole different from, greater than and unpredictable from the sum of its parts. (also known as Emergence ?
3. Synchronicity: the apparent a-causal relationship among events; coincidences that could not be planned by human mind but that appear to flow from a larger and more comprehensive design.
4. Suprasex: the passion to express unique creativity, stimulated by vocational arousal, comparable to sexuality at the next level; instead of joining genes to procreate, we join genius to co-create – to give birth to our greater Self and to our work in the world.
5. Syntropy: nature’s tendency to form whole systems of greater complexity, consciousness and freedom; evolution’s tendency to optimize.
6. Spontaneity: the experience of unpremeditated action and thought that flows naturally without thinking or planning; action that is on the mark, which facilitates and coordinates life.
7. Self-creativity: the tendency in nature to organize itself; autopoesis; the inherent capacity in nature to self-organize without apparent outside manipulation, springing from the field of Universal Intelligence out of which everything is arising.

plus some suggested addition (update January 2017, Yan Eperon):

1. Symmetry: the universal relationships between core selves - as being the ONE as MANY. The “meta-geometrical”* consequence of the universal and cosmic truth that “the center is everywhere, the periphery nowhere.”  
2. Synthesis: the capacity to embrace reality from the perspective of the whole. Seeing beyond apparent polarities
3. Symphony: the beauty, magic and blissful harmony that manifests out of suprasexual synergistic co-creation
4. symbiosis: the mutually beneficial expression of all parts

simplicity: the all powerful innocence that is at the core of all significant co-creations

The group meets spontaneously whenever is needed, usually twice per month on Mondays. However, each team/group has its own dynamics and meetings, so always check with the Coordinator.

The platform used for the Meetings is Zoom; the ID is provided in advance via group chat in Facebook or the communication media used at that moment.

Optional:

The gift economy

"It is thus that man, who can subsist only in society, was fitted by nature to that situation for which he was made. All members of human society stand in need of each others assistance …. [w]here the necessary assistance is reciprocally afforded from love, from gratitude … the society flourishes and is happy."       Theory of Moral Sentiments, Adam Smith

There are three ways value can flow from one hand to another.

The first is a power game. Who has the most of it is in control and set the rules, for his own sake and advantage. With little or no concern for others. You are born to fight and struggle, win or lose..

The second is based on equal dignity and mutual respect. Its essence is “equity”. Balance is key in all transactions. There starts true humanity. Brotherhood is born.

The third is called love. It manifests as an irresistible drive to serve, support, uplift and empower life in all. Its medium is the gift. Here are the giving and the receiving the polarities of a sacred communion. Gifting is no sacrifice no more; it is expansion.

The gift economy is for a world regulated and nurtured by love. A world where abundance flows from this self-effulgent inner Source. There does the cosmic design reveal its innate perfection:  who I am happens to be precisely what you need now and call for. And so are you for me. My joy supports yours. Yours supports mine. A state of effortless and perfect synergy is relished. Giving is joyful, dignifying and carefree; receiving is a blissful acknowledgement of an omnipresent love.

Receiving inspires giving and giving attracts receiving. It’s that simple, and that elegant. Abundance flows with grace and ease, and meets needs with diligence and exactness.

For you who wish to relish gift economy, I offer you the secret key:
The key is openness, to give and receive where love in you invites you to.

Yan Eperon

The best and most basic way to take care of the group, is to take care of your own energetic field. If you keep yourself aligned, aware, grounded, close to your heart and burning in Oneness, the group will be strenghtened and everything will flow beautifully.

We invite you to engage other members and our projects with this spirit, taking care of every thought, emotion or action that you put into the group field, and sharing what sets your heart ablaze.

Of course, the group dynamics and your own personal life will lead you to highs and lows in your participation, and maybe even to get "burned out" by them. Harmony in life, walking at the pace of your heart and, eventually, healing when necessary, are key to be an efficient co-creator, at least as much as enthusiasm and activity ! And you can always count with the Healing Circle of the group... (coming soon)

Solutions - Awareness Toolkit can be found here 

Here's a list of ways you can use fb to promote unity for the benefit of all people and the planet:

• Invite 10 friends to join the group, and don’t stop there...

• Add, share and comment on posts.. it goes a LONG way

• The GLM group and page are mainly intended for promoting unity and collaboration, and posting inspiring information, solutions and transition research & development, and conscious activism. Also share pages, videos and / or posts from the website.

• Adopt one of the GLM cover photos, or create your own using the templates- this can be a very powerful beacon for our unity and what we are co-creating!

• Promote GLM in other like-minded groups

• Share, create and translate memes

• Contact other groups to invite collaboration 

Virtual Actions

• Send letters (templates provided) to individuals, groups, everyone you know and others who you think might be interested.
• Talking about GLM with your friends, family, students, teachers, coworkers, etc., will help to bring it into reality.
• Share The Invitation with genuine, grass-roots leaders of your choice.
• Additionally you can share GLM with like-minded networks, groups, writers, journalists, conscious magazines, ethical businesses, activist celebrities and artists etc. i.e. any person or group who are recognised for serving the Greater Good.
• Share your ideas on how to promote and manifest this Global Renaissance.
• Translate our content or videos into your language and share it online on relevant websites and/or networks.

Practical Actions

• To engage effectively it will be helpful for you to familiarise yourself more deeply with the main web pages and tools used by GLM.
• Take some time out of your busy life to reflect and dream about what can really help... to slow… it… all… down… Allow it to become YOUR vision to the extent of your resonance.
• Should you wish to print a page, rest your conscience in the understanding that by supporting GLM you will be taking direct action to realise a global transition from industrial, chemically processed tree-derived paper to local, organic cooperative-produced hemp paper. And that way you can also share it personally.)
• Share the vision of GLM with your friends, class, and groups you belong to.
• Brainstorm with others how to be a local part of the co-creation, or how you can participate in the larger collaboration. Share it on Facebook.
• What are your ideas on promoting an intentional unification? Share it on Facebook.
• Let this vision find an artistic expression through you, or your group. Share it on Facebook!
• This initiative aspires to enhance the work you may already be doing. It needn’t encroach on your time at all - in essence it’s about intention.
• The work you do in the world may be enhanced by membership/joining GLM as a collaborator. Write a 500 word introduction of your vision, service or product, and sign up so members and people just getting to know GLM can choose you.

Optional:

To us, as caretakers of the heart of Mother Earth,
falls the responsibility of turning back the powers of destruction.
You yourself are the one who must decide.
You alone – and only you – can make this crucial choice:
to walk in honor, or to dishonor your relatives.
On your decision depends the fate of the entire World.

Each of us is put here in this time and this place
to personally decide the future of humankind.

– Chief Arvol Looking Horse