Your Teams

are where you are understood, supported, and challenged

when you speak and feel and connect about things

that matter most to you.

Your Teams come together to co-create

remarkable new forms of wise, evolving kinship

with each other, and with the natural world.

What if you want something different from football, deer hunting, the army, gambling, the church, or corporate profits?

What do you do about this? Do you hope that someone magically calls you up and offers you the perfect Team? Stay alone and keep waiting? Join the existing Teams anyway and try to convince yourself that they are satisfying?

Your unfulfilled desires for exploring, practicing new skills, discovery, transforming emotional pains, edgework, vitality, creative collaboration, adventure, evolution, intimacy experiments, etc., may remain unfulfilled until you call your own Team together.

Why is that? Because you are the one with those exact desires.

But why do YOU have to do it? This is not fair!

Why does it have to be YOU? The answer to this question is simple: Because you are the one who can.

If you do not call your Team together, this Team cannot come together.

Have you been waiting around for someone else to discover your secret desires and talents and call you to be a part of a Team exactly like you want to be a part of?

That's sadly funny, isn't it? How are 'they' supposed to know what kind of Team you long to be part of? Are 'they' supposed to read your mind, heart, and Being?

How many years have gone by already? Are you going to keep waiting?

If you do not call your Team together, probably it won't happen... ever.

What do you choose?

Many skills are needed to successfully originate a Team, for example, Centering, Spaceholding, Communicating, Transforming Reactivity through Emotional Healing Processes, Navigating 3 Worlds, Legend Making, Going Nonlinear, Going Unreasonable, Gremlin Hunting, etc. (See the LIST OF SUGGESTIONS below.)

In fact, learning, practicing, and deepening these skills can become a central resource of Matrix-Building nurturance that feeds your Team.

One lesson we learned about creating and navigating your Team is that, no matter how much you 'know' in theory, authentic Team skills are learned in practice. That means, the sooner you start your Team, the sooner you learn how to start your Team.

Another thing we learned is that you will never get it perfect. There are always new surprises emerging as you go along, new frontiers to explore, new capacities to develop, in yourself, in the others, and in your Team as a living organism.

So forget about figuring it all out before you start, or getting it perfect ever. Your Team will roll along, growing, diversifying, deepening, transforming, perhaps even dying. And it will entertain, challenge, and feed you all the way.

Calling your Team together in the first place includes a few basics. Building out this framework is like preparing your garden soil for seeds.

Start your Team with 3 people. You do not need more.

If you call your friends, and say, "Hey, we are starting a cool meeting. You should all come over!" and you suddenly have 20 friends sitting around trying to make a Team they are inspired about, you end up with a mixed-context group.

Get together with 2 other people and talk seriously about what each of you individually wants. A group cannot want anything! Only individuals can 'want'. Try to not have 'consensus'. Instead, try to have communication. Help each other navigate to undefendedness.

Have a Metaconversation by asking piercing questions about what each is up to in their lives.

As you talk, discover and lay down the bones of your Team. You are Gameworld Architects.

You are building your regenerative-culture Village that meets for mutual benefit.

Your work together changes the Morphogenetic Field of the human race.

Each of your Team meetings evolves the context and content of the Global Ethnosphere.

It is worth paying attention to what happens during your Team meetings, because the Space you Hold is one of the cutting edges of the evolution of human consciousness on Earth.

For real.

What follows here is a series of questions to answer specifically together with your Team Spaceholders. Take you time to answer. Several Team meetings is not too large an investment to build a solid foundation for your endeavor.

Each participant will go through their own personal Liquid States on this journey to find answers that build out an exciting future. As the 3 of you continue to come together and deepen the context of your Team, other people will feel the waves that you generate in the field of influence for the emergence of next culture and they will be attracted.

CLARIFY YOUR TEAMS' FRAMEWORK

1. What is the PURPOSE of your Team? ____________________________ (e.g. the Purpose is to create Possibility for each other.)
2. What is the NAME of your Team? ____________________________ (e.g. Possibility Team of San Francisco.)
3. What are PARTICIPANTS called? ____________________________(e.g. Possibilitators.)
4. HOW OFTEN do you meet? ____________________________(e.g. once per week. NOTE: Meeting any less frequently creates more of a social club than a working Team.)
5. WHERE do you meet? _________________________ (e.g. online, and / or, offline in your livingroom.)
6. What MEETING TECHNOLOGY will you use? _______________________ (e.g. Torus Technology. NOTE: If you use hierarchical meeting technologies such as an Agenda, Majority Vote, President / Vice President / Secretary, you will reproduce modern culture's Standard Human Intelligence Thoughtware.)
7. What are the COSTS to run your Team and how are these costs shared? ____________________ (e.g. Gaias, Become Money)
8. How can someone JOIN your Team? ______________________ (e.g. they join by participating, the amoeba takes them in.)
9. How does someone LEAVE your Team? ______________________ (e.g. they leave by being celebrated, the amoeba sends them out.)
10. What is the CONTEXT of your Team? _______________________ (e.g. Radical Responsibility. NOTE: If your Team or Project is not clear about its CONTEXT, then you will create a MIXED CONTEXT gameworld, and every time you come together your main activity will be CONTEXT WAR, with each faction - e.g. homeschoolers / Waldorfians / freeschoolers / unschoolers all trying to have their CONTEXT prevail, and everyone complaining that they miss a feeling of community.)
11. What are the central VALUES of your Team? ____________________ (e.g. Authentic Adulthood Initiatory Processes. NOTE: If you create a Team that is not centered around the Bright Principle of Transformation, or Evolution, or Initiation, then people's Boxes and their Gremlins will settle in for a turf war over who can control their comfort-zone territory with the most vicious unconscious tactics. Not fun.)
12. What is the WEBSITE of your Team? ___________________________ (e.g. http://3cell-cdc.mystrikingly.com. NOTE: Facebook is a sensationalist, weak, and impermanent platform designed to consume energy, not suitable for a Team as stable information-rich provider that displays your gameworld CODEX. You can build a free website in a short time, with a minimum of hassle, using guidelines on http://makeyourwebsite.mystrikingly.com.)

• Take a deep breath.
• Set up a Doodle Poll or a Telegram Group to select a suitable date and time for your first connection with your other 2 Team mates.
• Keep in mind that the date and time you set for this first meeting will most likely be the best date and time for the remainder of your meetings.
• Have the call.
• You are the Spaceholder.
• Make sure you have your Center, your Grounding Cord to the center of Gaia, your cleansed Personal Bubble of Space, and your Purpose.
• Have your Gremlin on a short leash at your side. Give him (or her...) the job of informing you about the Low Drama offers being made by less conscious Gremlins to enter into Competition, Expectations, Gossip, and other various kinds of tempting Gremlin Feeding Frenzy foods. Don't go there.
• Sense into your 5 Body resonance with the others.
• Make a check-in round. Ask each person to share what percentage intensity they are feeling angry, sad, scared, and glad about what is going on in their life right now. The others Listen as a Space. No comments or discussion. You hold a super-safe listening check-in space.
• Paint the Legend of what is Possible in a Team that meets regularly together for the Purpose you propose.
• Were you right? Are these people hungry for the same kind of regular High Drama feast as you are proposing each week?
• If so, your Team has started! Congratulations! That was your first Team meeting. It has already begun.
• If not, thank the others and try again with different people next week.
• This is the Learning Spiral.
• Go! Beep! Shift! Go!
• Your Quest has begun.

Any Team you put together (or participate in), either personally or professionally, is a Gameworld. If you do not know it is a Gameworld, you may assume that it is real, or that it is naturally that way.

Realizing that organizations at every level from family to government, from school to religion, from business to military, from choir practice to Western Civilization... are ALL Gameworlds, is life changing. It gives you enough clarity to Start Over again in life and make choices you never dared or imagined you could make before.

Your new clarity gives you enough power to make changes in existing Gameworlds, to leave Gameworlds that do not serve your personal Values or Mission, and to create new Gameworlds that make existing Gameworlds irrelevant, opening Gameworlds that you would love to live and work and play in.

The HINT here is to study the Principles of Gameworld Mechanics, and to keep Experimenting until you can see the traps and pitfalls before they arrive so that you can navigate your Team around them.

This best source we know of for you and your Team to learn about Gameworld Building is available for free online at: http://gameworldbuilder.org.

Learning big or truly new things changes the shape of your Being. You become a new person, a person who now is and knows and can create what you just a few moments before could neither be, know, or create.

The in between condition of leaving behind one shape and not yet becoming a new shape is fluidic. It is the experience of bits and pieces of your various identities re-arranging their relationship and position with each other, and making new inner space for distinctions and insights that had no space in your previous shape. This inner re-arranging state we refer to as a 'Liquid State'.

Since you have 5 Bodies (physical, intellectual, emotional, energetic, and archetypal), authentic learning often involves Liquid States in any (or all...) of your 5 Bodies, each with its unique form of groundlessness. In particular, you will feel both repressed and new feelings and emotions. There is a universe of difference between Feelings and Emotions.

If you do not have the Thoughtmaps, Distinctions, and Clarity about, for example, the Feelings and Emotions emerging in your experience as you enter a Rapid Learning 5 Body Liquid State, you may falsely assume that you have a brain tumor or are going insane. Yes the experiences are intense. No there is nothing wrong with you. This is an actual Liquid State.

Therefore, if your Team is dedicated to any kind of change, or if it functions in the service of a Bright Principle such as Learning, Exploration, Transformation, Evolution, Change, Discovery, Initiation, Growing Up, Development, Expansion, Inner Permaculture, Unfolding Potential, or even High Level Fun or Living Full Out, it would be extremely wise to skill everyone up in the arts of surfing Liquid States together, and how to Hold Space for others while they are going through Liquid States.

Because, if there is no Liquid State, there is no change.

This best source we know of for you and your Team to learn about Liquid States is available for free online at: http://liquidstate.mystrikingly.com.

Some Teams are called together for Purposes such as:

• Escaping the clutches of various addictive substances or behaviors.
• Healing from collective or personal trauma.
• Cheering each other on in your endeavor to sell more of your multi-level marketing products so that you can become independently wealthy.
• Discovering and experiencing all the gourmet restaurants in your local metropolis, or all the ways to have group sex.
• Driving around the wide-open Utah deserts with your Harley Davidson motorcycle-driving friends.
• Using drugs and dancing for days and nights with thousands of others under large tent-structures to very loud music.
• Etc.

One could say that these Teams are anchored their Point Of Origin into duplicating an 'ordinary context', meaning that their objective is focused on serving themselves.

There is nothing wrong, or bad, or stupid about serving yourself, making a better life for yourself and your family, trying to get ahead, etc. Surviving better is a dignified honor. No one can do it for you.

Yet: There is no arguing about taste. (Latin: De gustibus non disputandem est.)

You are entitled to explore your own research as long as it does not hurt you or anybody else. One person's madness is another person's hobby.

One set of hobbies is to come regularly together (or live together...) with your Point Of Origin anchored into an 'extraordinary context', meaning that the objective is focused on serving something greater than yourselves. Since modern culture does not promote 'extraordinary contexts' we are not well versed in speaking about what that might be.

Some ways to name extraordinary Purposes could be:

• Creating transformational experiences that unleash authentic adulthood potentials in others.
• Practicing being the space through which Bright Principles can do their work serving the world.
• Preparing each person to jack-in to their Archetypal Lineage with its unique ways for serving the village.
• Navigating nonlinear and unreasonable Team exploration spaces for inventing what else is possible right now.
• Journeying the evolutionary Path as a Team that engages in authentic adulthood initiations together.
• Building an archiarchal radically responsible next-culture nanonation contexted in radical responsibility.
• Creating Doorways for thoughtware upgrading experiments available online globally for free 24 hours per day, 365 days per year.
• Etc.

A 'torus' is a donut-shaped construct. In this case, we apply the term to a 'Torus Team' as a social construct.

A donut-shaped organization will have a donut-shaped organizational chart. In a Torus shaped org-chart, power flows in circles of circles, and there is unlimited room at the top for anyone to take greater levels of responsibility and move things forward.

In modern culture, almost every organization - from corporation to government to hospital to school to church - uses a pyramid shaped organizational chart. That is, modern culture organizations are pyramids, with very few places at the top.

A pyramid is a hierarchy, an organization design that selects th0se who undermine, backstab, betray, and do whatever it takes to get positions of power - these are the ones who climb the hierarchy. By now it should be no wonder that local and global hierarchies are top-heavy with psychopaths. Using hierarchical power structures is a modern culture design error with lethal and ecocidal consequences.

Next culture organizations and Teams are Torus, and thus us Torus Meeting Technologies.

Torus Technology meetings (circular or donut-shaped meetings) include two phases:

1. The Convergence, when everyone comes together and meets as one whole Torus.
2. The Divergence, when they spread out into various Nodes of smaller groupings to serve various purposes and jobs.

Both Convergence and Divergence are needed, in the same way that each inhalation must be followed by an exhalation when you breathe. If you could only inhale, you would eventually explode. The same is true of your Team. You need to repeatedly come together and go apart into different configurations (Nodes) to do the things you need to do.

The suggestion is to make Team-time and Team-space for receiving and for giving, for being appreciated and for appreciating others, for being celebrated and for celebrating others.

Examples of tools and techniques for applying Torus Technologies include:

• Appreciative Inquiry https://positivepsychology.com/appreciative-inquiry-process/
• Choice Creating https://www.co-intelligence.org/P-dynamicfacilitation
• Dynamic Facilitation https://www.dynamicfacilitation.com
• Frying Pan http://fryingpan.mystrikingly.com
• Open Space Technology http://openspaceworld.org
• Poop On The Table http://pooponthetable.mystrikingly.com
• Sociocracy 3.0 http://sociocracy30.org
• The Purple Card http://purplecard.mystrikingly.com
• Torus Technology: http://torustechnology.org
• Wisdom Counsel http://wisdomcounsel.org

Torus Technology is an extraordinary Winning Happening game, in comparison with ordinary meetings which are adversarial, 'I win-You lose' competition, or possibly 'I win-You win' games in which, "It is okay if you win as long as I win just a little bit more"... or 'I win-You win' that slides into compromises so that the outcome is 'I lose-You lose'. Winning Happening is a Bright Principle that feeds the meeting Space and maximizes the use of group intelligence.

Please keep in mind that shifting from ordinary hierarchical meetings into Winning Happening Torus meetings could easily involve participants going through an intense Rapid Learning Spiral, including some significant Liquid States and requiring new skills practice.

In order to set an Extraordinary Context for your Team meetings, certain distinctions must be landed in the meeting Space and agreed upon. If you do not consciously set the Context of your meetings, then the Context will be set unconsciously, including Standard Human Intelligence Thoughtware (S.H.I.T.).

Standard ordinary thoughtware includes:

• A 'Leader' is in charge.
• People sit around a table so they are shielded. Or if in a circle, then the center of the circle is filled with candles, scarves, flowers, crystals, sea shells, etc. to block the Nothingness from being present. This meeting is called to serve the 'Leader's' Something.
• Low Drama is acceptable.
• It is possible to be a Victim. Victims should be Persecuted and then Rescued. Low Drama never ends.
• Some people are allowed to have Problems, and use their Problems as justification for Low Dramas.
• Gremlins are not distinguished, so it is okay for unconscious Gremlins to use the meeting as feeding grounds.
• Reactivity is normal and to be expected. It makes the meetings entertaining for Gremlins.
• People might be Hooked, Triggered, Retraumatized, and this is normal.
• Whichever aspect of a person's personality or psychological structure gets hold of their mouth is permitted to speak, and whatever they say is honored as real.
•  Adult Ego State is not recognized. Contaminated Ego States (Adult Contaminated by Gremlin, by Child, by Parent, or by a Demon) is normal.
• Meetings are adversarial fighting grounds. Whoever is loudest or angriest wins.
• An agenda is used, but the 'Leader' who is higher up in the hierarchy has already made the decisions, so the meeting is pointless anyway.
• Power games are allowed, competing for territory, fame, status, and control.
• Feelings and emotions are NOT distinguished, so any kind of irresponsible unconscious emotionality is allowed.
• Everyone's Beliefs are honored as if they are real, no matter what they are.
• It is okay to make assumptions, expectations, resentments, be superior, blame, try to be right or make others wrong.
• The meeting ends when the Gremlins are full from the feeding frenzy.

• Spaceholder is Present.
• Sitting in a circle, nothing in the center of the circle so that Nothingness is available for Creating whatever is wanted or needed.
• Participants are asked to be Centered, Grounded, Bubbled, and Holding Space with their Gremlins on a short leash at their side.
• Swords Of Clarity are out at the ready.
• Possibility Paintbrushes are out at the ready.
• Bullshit Detectors are turned on.
• Feedback and Coaching are allowed, either Pressure or Vacuum methods.
• High Drama is the Path. Bright Principles and Archetypal Lineages are called into the workspace.
• Radical Responsibility is the procedure for change.
• It is impossible to be a Victim.
• There is no such thing as a Problem.

• Conscious Gremlins are used to catch any unconscious Gremlins at work and to put the Poop On The Table.

• Conscious Gremlins are used as a resource of Nonlinear Possibility, and for doing things requested by Archetypal Lineages that a person's Box is too frightened or too rigidly rule-bound to do.

• People make proposals about what they want to create rather than speaking out against the proposals of others.
• Resistance Decision Making, Poop On The Table, Weapons On The Table, Wok, Frying Pan, Wisdom Counsel, etc. are used.
• Metaconversations are used to stay on Purpose and to check Context.
• Reactivity is a gateway to an Emotional Healing Process.
• The Purple Card is used to indicate that an Emotional Healing Process is needed.
• The Decontaminated Adult Ego State (the 'Free and Natural Adult Ego State') is the gateway to Archetypal Domains.
• Child, Gremlin, Parent, and Demon Ego States are directed to specifically held healing spaces to speak in.
• Gremlin is distinguished. This is not a Gremlin Feeding Space. Gremlin is kept on a short leash, used as a source for Nonlinear Possibility.
• Unmixed Feelings are requested (anger, sadness, fear, joy), as well as voices of the Stellated Feelings Archetypes (Queen Warrioress Sorceress Lover).
• Mixed or Unmixed Emotions are used as Doorways for Emotional Healing Processes, simultaneously in a separate spaces with Possibilitators.
• Beliefs are stories, often used as Band-Aids to cover over holes in a worldview through which the void of Nothingness is  available.
• Guardian, Evolutionary, Village Weaver, and Gameworld Builder Archetypal Lineages are activated and called upon.
• The 13 Tools are freely used: Wand Of Declaration, Purpose Sniffer, Voice Blaster, Jakobs Ladder, etc.
• The meeting ends when everyone knows what to do next.

You get to have ONE meeting context, OR the other: ORDINARY or EXTRAORDINARY.

If you try to mix them, you only get ORDINARY context.

You choose.

Once you develop some Extraordinary Context Team Spaceholding skills, this invitation is to train and coach someone to replace you, not to maintain your position. This automatically makes everyone in your Team an apprentice.

Together we humans have an entire next culture to build, and NOBODY already knows how to do this! We need thousands (actually, millions...) of extraordinary-context Teams:

• Thriving around the world unleashing group intelligence of their circles of people,
• Exiting the patriarchy through authentic adulthood initiatory processes, and
• Creating their part of archiarchy so that as many people as possible can go over the bridges and move into it.

The outdated modern culture tradition is to gain a position of power and then try to defend it with your life (and your Gremlin's life). The lawyers tell you to Patent what you invent, Register your trademarks, and Copyright what you create... then get lawyers (Gremlins) to try to sue anyone to uses your Patented, Registered, or Copyrighted ideas, music, or photos, try to force to court system to take as much money as possible away from them for using what actually belongs to the Creative Commons, the thing you stood on to create whatever you created. This is a scarcity and survival-based strategy for feeding Gremlins. Much of the modern western world still uses this Standard Human Intelligence Thoughtware. You do not have to.

However... this desperate fear-based strategy was programmed deep into your nervous system. It will take Emotional Healing Processes, several Liquid States, and intentional efforts to change your mind to get you out of that stinking life swamp.

But you can do it.

The procedure is to Notice that the Source of whatever it is you are creating or designing is endless. Creations do not come from you. Creations come THROUGH you.

"The opposite of scarcity is not abundance. The opposite of scarcity is creation."

In terms of being Team Spaceholder, you actual job is to train Team Spaceholders who are able then to replace yourself in your extraordinary, radical responsibility context gameworld.

Train Team Spaceholders to train Team Spaceholders to replace themselves with newly trained Team Spaceholders. You are their role model for replacing yourself.

Create a Team Spaceholder and Space Navigator training space who all know now to train others to replace themselves.

Empower whole group intelligence (all 4 Brains) (all 4 Lineages) to leap out with constructive real-time Feedback and Coaching for every Spaceholder, especially reserve 5 minutes for Spaceholder Feedback and Coaching at the end of every meeting.

Some people feel deeply scared about this idea of replacing themselves. They ask, "Yes, but... If I replace myself as Spaceholder... what will I do then?"

If you successfully replace yourself you prove to the Earth Coincidence Control Office (E.C.C.O.) that you have learned a precious new skill - namely: how to replace yourself in a gameworld. This new skill is so rare and interesting for them that they already have lots of interesting new jobs waiting for you. E.C.C.O. will then proceed to move you into these interesting new circumstances that will be far more amazing than anything else you could possibly arrange for yourself. I know of what I speak!

Each Team comes together to go on a Quest.

Being on a Quest is an archetypal soul-feeding action, the Hero's Journey.

The Quest is a real thing, different for each person, possible for everyone, often times going on in your life without you even knowing about it.

When you bring The Quest into your Team meetings as part of the Purpose and design of your Team, something extraordinary and archetypally sparkling springs to life. The game is afoot! Forces of nature beyond ordinary comprehension wake up and come to aid your efforts. You can proceed beyond the borders into extraordinarily rich expeditions.

The HINT we have for you here is that the quality of your Quest depends on the quality of the Questions you as a Team can hold in your Matrix.

Doing the Experiments of practicing skills in your Team meetings (see the next section below) builds exactly the right kind of Matrix into your Being that can hold better and better Questions as a Team.

Once your Team builds enough Matrix, your next Question might be: "How can we bring the thing that we want to experience into existence?"

We are working on a website with more inspiration about your Quest: http://yourquest.mystrikingly.com