Existence: Chapter Nineteen
Ceramic Cement Institute within Eco-village Training School
Ideas from John Z. as translated thru Dr. Lenny -
This chapter of Existence is developed to specify a model that provides direction, clarity and simplicity. It takes John’s thoughts and translated them through sovereign concepts to produce co-creation of business operations.
The Eco-Village Training School would be a hub that provides instruction for building community structures as described in the Existence game. The school would provide food, housing and mentoring (big brother/sister) to people who would like to become active participants in an eco-community. Eco-Village Training School would not be a village community of its own – it is the training grounds where people learn to apply concepts, themes and skills that add value to developing community. The themes revolve around permaculture, building the infrastructure to provide food, fiber, housing and entertainment to the participants.
The Ceramic Cement Institute within the school is focused on establishing a training program for research and development and business operations based on ceramic cements. This novel structural material will be used as the basis for casting housing, tools and structural components. The core group for this enterprise was established in June 2008 with each person bringing a different aspect of skills and knowledge that may potentially develops into a technological application.
The key aspects for developing the ceramic core group are 1) Everybody learns about all aspects 2) Cast structures are portable and 3) One person can move any item. This form is parallel to past civilizations that migrated on the land following the seasons and the stars. The Bedouin tribes and Native American tribes both demonstrated this type of climate related mobility.
Aspects of application include producing panels for building structures that link together as components of a larger structure. The immediate goal would be to set up a production, operations and distribution module, which allow eco-communities to purchase and set-up structures from the materials in the package. The education curriculum would be a component of the workday schedule.
The core team would work with a dedicated associate group. These are folks that have specific interests and skills, but do not wish to spend the time and effort that needs to be dedicated to being on the core team. An analogy would be the Knights of the Round Table – people with a unity of purpose to focus on the tasks that are done to get the business aspects working to provide income generation for the community.
Statements to formalize the model:
- Each person gives and gets – everybody has something to contribute to the whole
- Each person has a specific project for their focus area
- Each core member has a passion for their application
- Each core member is an active participant – attends meetings and is available for individual consultation in their specialty field
- Each core member has access to the group knowledge base and experience and can get support from other core members in time and energy
- The core members agree to share knowledge within the core group – with a confidentiality agreement that keeps trade secrets within the business
- Each person licenses their product or service to the main business entity which cross-licenses our technologies and markets from a common unit
Each individual retains the freedom to do things in his or her own way. Everybody who carries a vision has control of the manifestation. The formal model provides interactive language for people to use, with feedback loops and work focused in the common direction. Specific details can be formulated within a diversity of approach; each core area may have widely varying form.
The core group receives a royalty of 10-15% back from each operation that is moved through production into distribution. This is a payout off the top once things get moving, to support the ideals of the institute structure. This should enable more products to get to market. The immediate goal is to develop active people who help each other in the application of skills. The affiliate group comes into this aspect, where the teaching of skills is specific to task. This type of effort requires compensation for time.
The appropriate business model here needs to be fleshed out. The affiliate may require a secondary licensing agreement, or may work under a contract for a stipend. Access to the core group may be limited based on the allocation of time, materials and energy. The core group would form a main business entity that keeps the operations together: analogous to how the cell wall keeps the organs of cell structure together in a single unit. The administrative staff would choose an assumed business name, develop the identity, business structure and portray a common public front.
The common front would include central research and development and an office staff for marketing, sales and support. The core group serves as the catalyst for operations, while each individual runs their own show within their own capacity. Designs and principles are based on function, getting products and services to the marketplace. The general rules serve as guidelines. The focus of this institute is to develop ceramic cement technology as a tool for building eco-community villages. The core group crystallizes the vision.
Eco-village education and training is a process will link many common concepts together. Permaculture, the basis for the game Existence, is a separate related area that requires similar skill aspects with a different approach focus. Other focus areas will develop as needed, when people, time, energy and interest converge with destiny.
The idea is to build structures within structures that are related on a fractal scale. The individual units may operate with different concepts as a function of scale. The ceramic cement business is a sub-unit, a developing component of the larger eco-village education program. The focus of the group at each scale will govern the point scoring system, giving the ability to evaluate and train apprentices to fit the roles required to get the work done. Values will be cataloged on hour cards, which will a form of eco-currency.
Cross training in different areas is necessary, such that people get the basic concepts that relate to their specific work from additional applied perspectives. We wish to return to basics – to see that the work creates value to build eco-community and supports the people doing the work.
This system sets an organic growth model based on an evolutionary scale. It is not well defined, because we really do not know the world that we are preparing to move to. Decision-making is heart based, with compassion being supplemented by hands-on skill and clarity from the existing knowledge base. People can use any form, as long as it adheres to the tenets of Gaia ecology.
Each entity formed has its own core, with design principles based on form and function that works to focus on the core goals. These goals change as a function of scale. The core teams work together to create business activity to benefit developing eco-communities.