Become a member
You see the longing to bring your gift within an ecosystem at the size of a small village?
You have met yourself in challenge, shadow, and growth. You know that healing is not something the outer world can deliver—it begins within. You’ve learned to stay in discomfort, to listen beyond words, and to engage in relationships not from dependency or distance, but from presence.
You’ve cultivated compassion—earned, not borrowed—and curiosity for the full range of human experience. This is not new terrain for you. But now, you’re looking for a place where that inner work can root in outer action.
Aligning empowerment with belonging
Step into our layered onboarding process
“There are no passengers on spaceship Earth. We are all crew.” — Marshall McLuhan
Our layered onboarding process establishes healthy thresholds through which commitment, responsibility, and power move in alignment with a person’s readiness. It creates orientation and clarity from the beginning: how influence is shared, what authority requires, and which capacities must be developed over time.
Participation without clarity creates confusion. Authority without commitment creates instability. Here, influence follows involvement. As responsibility deepens, so do accountability, contribution, and financial participation
Each layer gives you access to deeper information — not only about the project, but about how a living system actually functions.
In the first stage, you learn the rhythm of the place through action. You understand how land, work cycles, seasons, and daily responsibilities interconnect. You feel the pulse of the project in your body. You see what it takes to maintain infrastructure, regenerate soil, host people, and sustain continuity. Knowledge here is physical and relational.
In the second stage, you step closer to leadership. You begin to see how decisions are made, how power moves within a group, and what it truly costs to hold direction. You experience empowerment from the inside — not as authority over others, but as responsibility within a field of diverse personalities and needs. You learn how leadership can have many faces and how it shifts depending on context, needs and goals.
In the third stage, the invisible architecture becomes visible. You engage with numbers, budgets, strategy, formal agreements, governance processes. You learn how proposals are shaped, how feedback is integrated, how collective intelligence functions when it is healthy. System thinking replaces personal opinion. Communication becomes structured. Decisions are informed. You begin to understand the place not only as a community, but as an organism with economic, legal, ecological, and social layers interacting.
By the time you move into deeper stewardship, you are no longer operating from impression or projection. You know the rhythms. You know the relational dynamics. You know the structures. You have seen the tensions between vision and constraint. You understand the cost of coherence.
This path exists because complexity cannot be understood from the outside. It must be entered gradually, through practice, information, and increasing responsibility. Each step widens your perspective from “my role” to “the whole system.”
Sailors
Commit to 6 hours per week of active contribution and support the daily operational flow of the project.
Practice the embodiment of action through the conscious use of the physical body; turning intention into tangible contribution.
Captains
Lead Sailor actions and facilitate the achievement of short- and medium-term goals within the project.
Practice conscious use of power; sensing when to lead, how to hold direction, and how to support others in stepping into theirs.
Pathfinders
Develop proposals, strategies, and models that regulate medium- and long-term cycles within the project.
Practice the conscious use of governance by shaping clear, informed agreements that serve the whole.
Stewards
Oversee alignment across all tiers and guard the thresholds where responsibility, structure, and authority transition.
Practice compassionate guardianship by protecting structural integrity and long-term coherence.
Embodying power
The Captain Game is a rotating leadership practice.
Any participant may declare themselves Captain. From that moment, they lead the team and hold responsibility for coordinating action and achieving defined goals. The role remains theirs until another participant declares themselves Captain.
Leadership transfers only through declaration.
Once a participant steps out of the Captain role, they must wait until every other player has taken their turn before becoming Captain again. When the last participant completes their turn, the cycle resets and all players are eligible again.
Objective:
To practice the conscious use of power — claiming it, holding it, releasing it, celebrating it and allowing it to circulate within the group.
Collective intelligence
The Pathfinder Role is a practice in collective consciousness.
Any participant may step into the role of Pathfinder to develop a concrete proposal for the project. Their task is to gather feedback, integrate perspectives, and refine an idea until it becomes a clear, workable agreement.
Pathfinders practice the foundations of sociocracy:
collect input, shape a proposal, and formalise it into something tangible that can be decided upon.
Proposals must be clear enough to understand, good enough for now, and safe enough to try.
Before entering decision-making (e.g. DAO or governance vote), the Pathfinder ensures that sufficient information is available for members to make informed decisions.
Objective:
To transform ideas into structured agreements through feedback, integration, and responsible proposal design.