Our current mainstream (we call it “the old society”) structure of society has historically developed around inequality, hierarchies, power positions, competition, institutional self interests, silos etc. This has never been a productive ground for lasting Peace. The word “progress” got many meanings but never related to the sustainable perspectives of humankind. The issue of “growth” has been applied on every aspect of our lives but never the issue of “balance” or “symbiose” as a shared responsibility.

In Sustainocracy we do this as a new mindset with great importance for sustainable human resilience. Sustainocracy is based on our core natural human values for sustainable human progress and resilience (balanced wellness) as a living biological species, and our shared responsibility to develop and share those values in co-creation. Here are a few illustrations out of our line of thinking and acting of Sustainocracy that serve as ingredients for lasting Peace and Progress.

Most importantly, it is relatively easy to achieve because the ingredients involve all of the traditional players in society, including you and me, only in a new , no conflictive mindset (Sage).

1. Leadership transformation

In Sustainocracy we recognize at least five leadership styles (thankyou Sujith Ravindran for the clarification). These are the Sage or Story teller, the King, the Expert, the Magician and the Commander. In our current society they have structured themselves in a hierarchy under the storytelling of a money driven and dependent reality. In our new reality we integrate the leadership styles around the storytelling of core natural human values (see below). Each leadership area is equal to the others and together form a solid foundation for regional inner peace development through lasting and shared wellness.

The shared responsibility around a common purpose is key for Peace and also Progress. Every archetype of leadership is valued in its own right. Not because it exerts power over the others out of self interest, because it uses its authority to contribute and connect with the others and to achieve the deeper purpose of the core values in a significant way.

This implies the awareness of one´s own contributive authenticity and the self trust of each of the pillars of the cooperation. Once authenticity is sensed then self belief and awareness rules and needs no competition or self protection through controls, regulation or fragmentation. The following column of values is key for each of the participants in this ecosystem.

2. The column of inner and outer values starts with self trust

In this image we see this column. The column represents a self sellecting mechanism among those people and institutions that have outgrown their competitive phase and show their authenticity and worth at the evolutionary multidisciplinary leadership table. Leadership here has nothing to do with the desire to control or manage. It has to do with the desire to serve, contribute, develop and if necessary apply changes in one’s own approach to the challenge and group.

Once the layer of trust is reached in a community of respected equals then Peace is a fact and so is the co-creative shared responsibility for sustainable Progress.

3. The five core conditions for sustainable human exsistance

It is not difficult to understand that if these core values are met and shared among the population then there is no need for competition. People can be challenged to spend more time together socially, through recreation or sport, or care for and with each other. Only a fraction of time is needed to participate in the shared productivity for progress. Even the leasure time is part of this productivity.

4. Understanding level 4 regional development

This is one of the reasons why we may have needed important parts of our historical processes. After all the three underlying levels are important for large societies and especially cities to function. Having those infrastructures in place, even with the possible need to modify them entirely within the new mindset, is an asset. In smaller communities the absence of such complex infrastructures can be absorbed by the interaction of the people themselves.

5. Understanding the Economy of Change (Transformation Economy)

Key in the Sustainocratic processes is the constant reflection about the core natural values and the willingness to make adjustments in behavior, projects, the infrastructures and even old legislation, by applying the leadership archetype skills to the max. It is always difficult to introduce change, yet if it is well motivated it serves as an example for others to follow. Whatever is created together in this phase of purpose driven change can feed new impulses of the economy of growth, not just in its absolute sense, also in the sense of balanced profitability or investments by optimizing costs reductions too.

The differences with the previous economy of growth are that costs or money are just means, not a result of the problems or opportunities of growth. Growth is never the norm, sustainable human wellness and progress is. Growth is constantly monitored for change if needed.

The willingness to let go of a status quo (10% of Transformation = 100% acceleration) provides space for renewal (200% transpiration) and a new cycle of health development, including maybe growth of certain fragmented contributions. It is a law of nature. Holding on to what is proven to be bad for our health or safety, no matter what the motives, is eventually destructive for the entire ecosystem. It should therefore be avoided at all times, even if we have to rewrite our constitutions to protect us against mal practice, abuse and speculation by any of our archetypes or elements within (including governments) the societal ecosystem. Here we can also introduce the 4 x WIN index and values and project driven mentality for all involved.

6. The sustainocrat

In the “old society” particular dominance could vary between archetype, often motivated by the lack of a common ethical operational ground. The relationships are based on protecting self interests which always ended up in a duality of negotiable options, blocked or served. That made the relationships unreliable, opportunistic and transactional. The invisible old “Sage” was the underlying dependence on “money” that somehow conditioned the interaction between them/us all.

If we bring these same players together in a new mindset we need a unifyer, a positive invitation and representative of the new sage (visible this time). This unifyer breaks the old relationship’s energy by introducing a new one (based on point 2, the talented authenticity and ethical positioning of each participant). He or she also makes sure that each of the engaged participants is recognized, respected and valued for their authentic presence at the table. And each in here is absolute and indisputably equal to any other. This independent unifyer is called the “Sustainocrat”. This is usually not one, but two individuals. One to act as unifyer, the other as the one that does the administrative processes of managing transparently the contributions in the project driven processes.

Concluding

Key in this recipe for sustainable Peace and Progress is the willingness to share responsibilities for sustainable human progress and wellness together while respecting each other’s authority and position in the sustainocratic ecosystem. It is entirely derived from nature itself, a natural evolutionary wisdom of many billions of years, that is embedded in our DNA even if we have taken a distance from it during a long period of confusion. The rediscovery of what we are, what our purpose is towards ourselves as a living species, together with the science, technology and ethical understanding built up over many hundreds of years, brings us together in this mindset for the benefit of entire humankind, our planet and our fellow species.