Ethics, Expectations & Engagement

Ethics, Expectations & Engagement

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Council 22 derives their ethics from the Golden Rule, Doing what is Right, Common Courtesy and The Illuminati Oath, which we have all signed to be eligible for service on c22.

Additionally, we follow the ideals and principles set forth by the Illuminati and their Tenets, which can be found online in their Archives and ILLUMINATIAM: The First Testament of the Illuminati.

Following their lead, this Council is structured like a Pyramid and the governing expectations and rules of engagement are outlined below.

All Council 22 teams should follow the directives of their Supervisors, General Managers, Executive Directors, members of the Capstone Council and The Apex Advisory Board; where applicable. We function as a hierarchy and the chain of command is as follows:

-CEO-

-Senior Executive Director-

-Executive Director-

-General Manager-

-Team Supervisor-

-Team Members-

(Positions vary by team)

 

All leaders are responsible for and encouraged to innovate and expand their areas in any way they creatively choose to, as long as it does not violate Council 22 ethics or the ideals and tenets of The Illuminati.

While a supervisor needs to run their ideas through the General Manger for approval, the General Manager does not need to ask permission of an Executive Director, to manage and grow his team. Nor does an Executive Director need to ask permission from the CEO, to manage and grow his department. Everyone is expected to lead. Leaders know the way, go the way, and show the way. Forging new ground is what separates a leader from a mere manager. Because Council 22 seeks to develop leaders, they must be allowed to both succeed and fail.

The role of the CEO much like like of Apex. They are where the buck stops. They are accountable for the entire teams growth. They are there to encourage, inspire and mentor -in alignment with our ethics and those of the Illuminati. In c22, we do not micro manage. This is a training ground where ideas and opportunities need fertile soil in which to thrive and flourish. If someone missteps or over reaches, it is up to the CEO to council and correct. 

All C22 leaders are expected to follow the Servant Leaders protocol. This is not the place for control freaks. This is a place of learning along side those who have learned themselves. All Leaders are expected to mentor verses “manage”. In other words…        We manage systems and mentor people.

To that end, communication is the backbone of any organization. Healthy communication, or the lack thereof, leads to stressful encounters and sometimes the breakdown of a team entirely.  To promote a positive flow of ideas and directives, any lack of communication and/or insubordination, are considered unacceptable and can potentially lead to a termination of your role. It is impossible to successfully run an organization, without speaking to one another with common courtesy and responding in a timely manner to any communications that are dispatched whether it be through email, text or group messages.

If any team member has an issue with another team member, please seek to resolve your differences as adults first. If that becomes impossible for whatever reason, always use your chain of command to escalate the issue. IE) If the Supervisor needs assistance they will consult the General Manager, if the General Manager needs further assistance with this issue, the General Manager, will seek advice from the Executive Director of that team, who will either resolve the issue or take it before the Senior Executive Director and Council 22s CEO for further assessment and an outcome.  In the rare event the issue cannot be resolved by the C22, it is up to the CEO to consult the Apex Advisory Board, for additional ideas on how to address the conflict.

Even though we utilize a traditional chain of command, we also support an open door policy if you are unable to effectively communicate with the leader directly above you. If you feel you need to speak to the CEO, Apex or to someone in another rank or department for advice, mentoring or to resolve a conflict , you are welcome to do so.

In the event we are attacked by another Initiate or Citizen Member of our IAMFAM, Council 22 must not fire back with flaming insults during an altercation. We are expected to lead by example and feeding the negativity has been proven to be a futile course of action. Simply report the post and ignore the offensive comment and/or block the person from connecting with you. If you must respond, do so with with integrity and wisdom.  It is always best to revisit an issue when you have a clear, calm head. Breathe and walk away until you have re-balanced your feelings and can respond diplomatically.  You do not have to fire from the hip and are expected to think things through rationally, before issuing a response, if one is required. Always be mindful of your “delivery” and the many eyes upon us at all times.

A word of caution: C22 has a zero tolerance for bullying, slander, or harassment, in any form, and will be dealt with by leadership swiftly and with finality.

Additionally, please remember, the Member’s Portal and Social Media are not a place childish outbursts, and unnecessary drama. Conflicts ideally need to be resolved in the privacy of DMs by the parties involved, only.  However, Council 22 has provided a forum of our own, to discuss more controversial issues involving many voices in house, if the need should arise.

ALL members of Council 22 are expected to lead by example and not only live by these rules of engagement but by the ideals and teachings of the Illuminati.

The Capstone Council will provide Leadership with tasks and/or updates to information effecting this Council. General Managers and supervisors are responsible to ensure their teams are implementing or completing them, as directed. Team members who do not follow-through, are in jeopardy of losing their position. Council 22 utilizes a 3 strikes, and you are out, policy.

We are all human and at times & life happens, unexpectedly. We understand this is a volunteer position and it takes a backseat to more pressing real world concerns and events. HOWEVER, we have developed a protocol for that which invokes the help of Apex, so communication is absolutely expected, without exception. If you need to step away, speak to your direct supervisor immediately. You do not have to go into detail if it is a private matter, just submit your leave of absence in writing. A simple sentence stating you need time away, will suffice. Anyone who continues to let their team and/or their fellow Initiates down, will be removed from Council.

The Capstone Council will be given directives from the Founder of Council 22, iVy Taroc (Apex Advisory Board) when, and if necessary,to ensure our vision and mission are maintained.

Again to recap, as it is incredibly important this is understood by all: All General Managers and team members will be given the tools and resources necessary to complete all of their tasks.  A pattern of incomplete or ignored tasks, will result in termination. Dereliction of duty is not tolerated.  Once again, we are all human and at times, life happens.  Keep an open line of communication at all times.

Apex Advisory Board

It is the desire of the Council that those who want to, have an opportunity to advance into the Capstone and on to Apex. Capstone Leads, who have completed their service with honor, will be invited to become a member of the Apex Advisory Board after careful consideration. (see APEX for more details) Due to the mentoring nature of the Board, leaders must have demonstrated exemplary service in all their roles, to be considered. All Apex members vote on the incoming applicants. This is to ensure  “tone”, mission & vision of Council 22 is maintained over time, by those who have demonstrated they fully understand these things.

The Capstone Council, will Select a Candidate that will be the next Capstone Lead, and submit them for approved by Apex. The only one who currently had right of veto,  is Founder of C22, iVy Taroc. To date, she has never inferred with the wishes of Apex or C22s CEO.

The goal of Council 22 will be to develop as many leaders as possible while serving as a LIVE demonstration of the ideals and principles shared in the Illuminati’s messages, focusing on Illuminatiam in particular. It is for the edification of the Initiates that we have developed C22. It serves as a living example, of what is possible, when 2 or more are gathered by the unity of a shared vision and mission.

As many people as possible, should apply for and hold positions in, Council 22. This pyramid was designed to be fluid and evolving. We want everyone is wants to serve, to have an opportunity, to do so~

 

Term Limits

The only position on C22, that is not subject to these terms, is Senior Executive Director of the Anti-Fraud Network – is to be held by Brother Brad Adams for as long as he desires to serve.

A team member of Council 22 may not stay in their position for longer than 6 months. Continuous mobility must occur in Council 22, to allow for new leaders to emerge. All leadership positions are subject to term limits listed on their profiles.

Every GM must groom and mentor their replacement, prior to stepping into their new position.

 

 

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