Experience Business in 5D Consciousness

The MetaMinistration is different from Traditional Management systems in just about every way. It replaces the centralized hierarchy of the Pyramid Power Structure with an Omni-Centralized and Holographically Organized Operating System. It empowers every employee to manage themselves in sovereignty with clearly defined boundaries and roles making it easier to delegate tasks and achieve better results with less effort on your behalf. It empowers your entire organization to evolve seamlessly and fluidly with the rapidly changing times with Administrative Meetings. You set the vision, and the MetaMinistration automatically carries it out for you.

The Holacracy was arbitrarily designed with Holacratic principles learned from Arthur Koestler. It effectively decentralizes an organization, and it works just fine, but it’s functions are based entirely on arbitrary man-made rules. The MetaMinistration is intentionally designed with Holographic Principles based on the very organizational structure of the Galaxy itself. This gives it an Omni-Centralized Structure and its functions are derived from Universal Principles of Natural Law. The MetaMinistration was designed with the evolution of Consciousness of the Human Race in mind. We are evolving into a Collective Consciousness and the MetaMinistration is designed based on how a Collective Consciousness is structured and operates. The Holacracy was an important step forward, but the MetaMinistration is what can complete the stride.

When properly tailored to your business, there are several benefits to using the MetaMinistration in your Organization:

• Improved agility and responsiveness: By distributing decision-making authority holographically, MetaMinistration allows for quicker and more agile decision-making, which can help organizations respond faster to changing market conditions.

• Enhanced employee engagement: With MetaMinistration, employees have more autonomy and are empowered to make decisions that impact their work and the organization as a whole, which can lead to greater job satisfaction and engagement.

• Greater clarity and accountability: The use of clear roles, accountabilities, and administrative processes in MetaMinistration can help clarify expectations and increase accountability throughout the organization.

• Increased Chances of Success: By aligning your organization with Natural Law you help not just your organization but every member of it to align more with Natural Law which leads automatically to more effortless success.

• Be the Change: By using the MetaMinistration, you are participating in the evolution of Consciousness in humankind and helping the entire human race to evolve to 5D Consciousness.

It would be foolish to claim that MetaMinistration is all roses and rainbows. Using MetaMinistration introduces challenges that any leader should be aware of. Some examples are:

• Learning curve: MetaMinistration is a Natural Law and Collective (5D) Consciousness based framework that requires individuals to approach their job with a different mindset. And as it is still new to many, there is a learning curve that should be taken into account. This is why we offer 2-Hour Zoom Meetings for free to help you fully understand what is required for the shift. If you choose the Gold or Platinum offerings, we also offer up to 1-month of Free Consultation Services to help you make the final decision whether or not to move forward.

• Requires an appetite for change: MetaMinistration introduces processes in the organization that enable anyone to propose changes, with mechanisms in place to ensure the adoption of only positive changes. However, change can still pose a challenge for some individuals. If your preference is control and micro-management, the MetaMinistration is not for you. If you are ready to set the vision, delegate and lead, then the MetaMinistration is what you are looking for.

• Renders some processes obsolete: MetaMinistration’s unique approach may render some traditional business processes obsolete. For instance, processes that rely on the traditional hierarchy, such as hiring/firing, compensation, and other HR processes, may become obsolete due to the fundamental differences between MetaMinistration and traditional management. It may be necessary to develop or acquire new processes that are better suited to this new environment. Of course, we will help you figure out what new processes are best suited for your organization that align with the MetaMinistration.

• Lag in Productivity during Transition: Since the MetaMinistration is so fundamentally different from traditional management systems, an already established organization using traditional management systems will likely experience disruptions to productivity during the transition phase. But once the transition is complete and everyone understands how to operate the new system, increased productivity should result which will more than make up the difference over time.

While the MetaMinistration doesn’t give your Employees actual ownership over the business, it does give them ownership over themselves and their work and enables them all to feel much more like they actually matter to the organization by letting every Employee participate in the Management of the business on some level.

This helps them to feel like they are less a cog in the wheel and more like a functional gear in the machine - that they actually matter - not just their position, but they themselves.

This causes them to care much more about their work, their customers and the organization as a whole, because they are no longer a replaceable part, but a necessary and integral element of the whole.

Communication and Collaboration are much more important in a MetaMinistration than a Hierarchy because everyone’s accountability must be tracked with transparency. As such, there are more things to communicate and more ways to collaborate.

While a person’s typical responsibilities need no communication requests, there are communications for, among other things:

Progress Reports; proposals; action requests; project requests; and others.

These communications help to keep track of who took responsibility for what, so we know who gets credit for what.

This enables people to coordinate as needed to collaborate on fulfilling all the necessary duties in a more fluid way, rather than algorithmically with ridged rules. Furthermore, the system is designed to encourage cooperation over competition.

People who aren’t ready to manage themselves don’t care to serve you or your customers anymore than they care to serve themselves, and if they can’t manage themselves, they don’t even care to serve themselves very well. So, they aren’t the kind of employee you want in the first place.

The MetaMinistration will weed out those employees who are only there to milk you dry by doing the bare minimum while simultaneously helping everyone else become painstakingly aware of just who those people are.

This way, your team can help replace these employees with much better team members helping you take your business to the next level.

Chances are, most of your employees are actually waiting for the opportunity to become self-managing so they can prove their value and actively work to increase their value by helping to increase the overall value of your organization.

As for hiring and firing, every group participates in interviewing, hiring and firing its own team, just like everyone participates in the Administrative System called the Mastermind. This enables to team to ensure they are always capable of operating at the highest level of harmony, increasing overall teamwork, motivation and quality of results.

Increases in compensation and promotions are also handled the same way. Through proposals, administrative meetings and votes that all necessary parties participate in. In this case, participation will always include the Central Holosphere.

Not yet. The MetaMinistration is too new and has not yet been adopted enough for any statistics to be drawn yet.

The MetaMinistration is fully adaptable to any organization of any size. While certain factors remain the same for everyone, just like a computer operating system, many things are adjustable to suit your needs. Even the Agreement for the MetaMinistration by-laws and processes are meant to be updated and evolved over time based on the processes outlined therein.

There are three ways we can help you to adapt the MetaMinistration to your organization:

1. Silver Package - You do it yourself using our educational information and contact us as needed for help.

2. Gold Package - We help you over the internet and phone with regular communication and follow a timeline to help you adapt the MetaMinistration to your unique needs and train all your employees.

3. Platinum Package - We help you near full time, in person, to help you adapt the MetaMinistration to your unique needs and train all your employees.

See above for pricing differences.

In fact, the MetaMinistration thrives in heavily regulated industries. The administrative system and transparent communication/accountability system of the Mastermind makes it even easier to track who was responsible for what, making it even easier to determine who may be at fault in the case of a violation, and therefore, who is responsible for fixing the error and making it right.

It’s even easier to set up the MetaMinistration from the very beginning than it is to transition to it later on. If you are still in start-up phase, now is the best time to implement the MetaMinistration.

The MetaMinistration is fully scalable. It can be used just easily to manage one small business as it would to manage an entire galactic fleet. The larger your organization, the better the MetaMinistration will work for you once the transition is fully complete.

The MetaMinistration is just an operating system. It is not specific to any type of industry or organization type. It can be used for all kinds of organizations including for-profit, non-profit, private, government and NGO.

However, from a legal perspective, the MetaMinistration cannot be used in a “Corporation,” as they are legally mandated to be hierarchies. As such, you may need to legally re-organize to something other than a Corporation to use the MetaMinistration, although it doesn’t need to happen immediately.

The only remaining variable is that non-profits often require volunteers. Since volunteers are impermenant and change often, training them to operate in the MetaMinistration would be wasteful. So you would use it for all regular staff members, but not include volunteers in the structure. So, it would affect everyone except your volunteers.

The MetaMinistration is, perhaps, the quintessence of a Cooperative. It automatically enables everyone to work on equal footing with each other and creates the perfect framework for team work and cooperation. Even if you are not a Co-op now, implementing the MetaMinistration will help your business operate like the quintessential co-op.