✅ 1. FOUNDERS ORIENTATION TRAINING (Condensed Edition)
For new founders preparing to launch a 150-person micro-utopia.
1. Purpose of the Training
This orientation ensures that all founding members understand:
The philosophy behind micro-utopias
The population logic (150 start, split at ~280)
The cultural foundations (post-coercive, post-exploitative, post-market-core)
How to launch a new village without hierarchy
How to maintain coherence during early growth
It is not a hierarchy training — it is a decentralized culture bootcamp.
2. Core Principles Covered
1. The Three Cores
Non-market core: Essentials handled by coordination, not exchange
Cultural core: Norms, mutualism, contribution ethos
Relational core: Mediation, trust, intimacy scale
2. The 150-person Optimality
Why villages must start small
How personal familiarity prevents governance structures
How cultural memory forms in the first year
3. The No-Money, No-Credit, No-Barter Rule
Why credits, time-banking, rewards, punishments, and “hours” break the system
Why contribution behaviour increases when nobody is tracking it
How to replace incentives with identity, belonging, and social meaning
4. The Founder’s Role
A founder is not:
A leader
A boss
A manager
A decision-maker
A founder is:
A coordinator of culture
A facilitator
A catalyst
A gentle stabilizer
A teacher of norms
3. Required Skills for Founders
Founders must learn:
Facilitation and circle leadership
Mediation and de-escalation
Consensus and consent-based methods
Basic construction literacy
Community health and safety basics
Group psychology and cultural engineering
“Split readiness” — preparing for the 280-person division
4. Orientation Training Schedule (Short Format)
Day 1: Philosophy & Principles
Intro to the model
Population logic
Contribution culture
Post-market essentials
Day 2: Community Skills
Mediation practice
Circle process
Listening and reflective dialogue
Early conflict prevention
Day 3: Systems & Infrastructure
Food, water, energy basics
Housing layouts
Roles during the first 6-month build phase
Day 4: Social Architecture
Norm-setting
Celebrations and rituals
Onboarding new members
Preparing for future splits
Day 5: Safety & Resilience
Health protocols
Emergency response
Mental wellness without psychiatry
Child & elder integration
✅ 2. FOUNDERS WORKBOOK (Condensed Edition)
Exercises, reflections, tools, and worksheets for new founders.
Section A — Values Alignment
Worksheet 1: Personal motivation
Why do you want to found a micro-utopia?
What are your fears or doubts?
What strengths do you bring?
Worksheet 2: Non-negotiables
Which principles of the framework are essential to you?
Which habits do you need to unlearn (money mindset, competition, managerial thinking)?
Section B — Cultural Engineering
Worksheet 3: Cultural startup checklist
Shared language for contribution?
Rituals designed?
Daily circles planned?
Rotation schedules drafted?
Worksheet 4: Conflict mapping
What triggers usually escalate in groups?
What must be normalized early (vulnerability, expression, care)?
Section C — Early Logistics Planning
Worksheet 5: 6-Month Build Plan
Site selected
Construction roles
Food production timeline
Housing pods layout
Water & energy setup
Health team assignments
Worksheet 6: People Flow Plan
Recruitment phases
Daily coordination routines
Community onboarding
Section D — Identity & Belonging
Worksheet 7: What makes a micro-utopia feel alive?
Shared meals
Festivals
Collective music
Storytelling
Weekly gratitude circles
Worksheet 8: Designing your founding culture
Symbols
Name
Colors
Values
Signature rituals
✅ 3. CONSTRUCTION BLUEPRINTS (Text-Based Condensed Edition)
The essential layouts, systems, and infrastructure design logic for a 150-person village.
1. Land Requirements
Minimum land size: 12–20 acres
Ideal shape: Oval or circular to minimize walking distances
Location priorities:
Water access
Solar exposure
Low natural hazards
Soil suitable for gardening
2. Village Layout
Central Circle (The Heart)
20–25 meters diameter
Daily circles, festivals, dining, rituals
Zero infrastructure here — only social space
Housing Clusters
6 clusters of 20–25 people
Shared kitchens and bathrooms
Semi-private, semi-communal layout
Short walking distances to reduce infrastructure strain
Food Zones
High-intensity gardens
Small greenhouse
Orchard perimeter
Mushroom/fermentation shed
Cool storage earth cellars
Water System
Rain capture + filtration
Ground well where applicable
Slow-sand community filter
Greywater recycling system
Energy System
Solar microgrid
Battery storage
Small-scale wind (optional)
Heat pumps or passive solar housing
3. Construction Phases (Condensed)
Phase 1 — Infrastructure (3–4 months)
Water system installation
Temporary shelter
Central circle clearing
Solar system initial setup
Phase 2 — Housing (4–6 months)
Build cluster 1
Move early founders in
Build cluster 2–6 sequentially
Establish kitchens and washhouses
Phase 3 — Food Systems (2–4 months)
High-intensity gardens
Greenhouse assembly
Compost and soil regeneration
Phase 4 — Full Operation
All systems integrated
Cultural rituals established
Recruitment of remaining members
✅ 4. RECRUITMENT HANDBOOK (Condensed Edition)
How to attract the right 150 people for the first generation.
1. What Kind of People Fit Best?
Micro-utopias work when people are:
Collaborative
Emotionally open
Low in dominance
Comfortable with non-monetary cultures
Curious and adaptive
Community-oriented
Not obsessed with ownership, status, or hierarchy
2. Who Should NOT Join
Authoritarian personalities
Extreme individualists
People who expect hierarchy or bureaucracy
People seeking therapeutic “rescue”
People who want to impose ideology
3. Recruitment Channels
Long-form interviews
Immersion weekends
Try-out residency (30 days)
Mentorship pairing
Peer evaluation, not managerial
4. The Five-Stage Recruitment Funnel
Stage 1 — Expression of Interest
People write why they want to join.
Stage 2 — Orientation Call
Explain philosophy, norms, contribution culture.
Stage 3 — Immersion Weekend
Live in the prototype environment.
Stage 4 — 30-Day Residency
Trial participation.
Stage 5 — Community Consent
Not a vote — a consensus that the person fits culturally.
5. Cultural Fit Indicators
A candidate is a good fit if they:
Enjoy shared meals
Participate in circles
Exhibit generosity
Show humility
Respond well to feedback
Demonstrate interest in contributing without tracking or reward
6. Integrating New Members
Assign a “welcome buddy”
Weekly reflection meeting
Inclusion in small task teams
Participation in rituals
Early culture anchoring
