Various spokespeople for the Galactic Federation are telling is that our time to serve is either here or will arrive soon. SaLuSa representing the Galactic Federation had this to say on the subject on March 9, 2012:
“It is as you might say a time when it is all hands on deck, as you enter a period when changes will take place in rapid succession. For many reasons, those who are Lightworkers will be called upon to involve themselves in many tasks, that they have prepared for over many lives.” (1)
The Galactic Federation through Greg Giles said much the same on March 15:
“We will recruit as many of you as needed to assist in these great tasks, and your training sessions will also move ahead at a brisk pace. This is why we ask you to remain sharp and remain focused. It will be soon that you will be called upon in service, and you will be expected to bring your best with you and reach your greatest potential as a member of the Galactic Federation of Light.” (2)
The GF through Blossom essentially agreed on March 19:
“Before you came to this planet … before you even moved into the human status … you agreed to assist in this very time you are in NOW … to change the state of the situation . Each of you, en masse, understood what would need to be done at the appointed time. Each one of you will recall your position when it is necessary.” (3)
Of course there’ll be many who are not lightworkers, but lightholders, and for them these messages may not apply. A lightworker feels a desire to serve; a lightholder feels a desire to potentiate, actualize, or realize. My understanding is that people will know who has chosen which path. If these calls to serve don’t resonate with you, by all means pass them by. Each of us must follow the path of his or her own dharma so I speak at the moment only to lightworkers, rather than to others.
Blogsites are multiplying as we lightworkers get the word out. Radio shows are opening. Videos are being produced. I haven’t heard of any TV shows since Alfred Webre began his but those too may commence at some point, as may meet-ups, lectures, and conferences. (There may not be time for movies.) But what I wanted to discuss here are some things to expect and consider as we begin our projects.
The first thing I wanted to mention is that teams and groups will find their projects going through stages or phases and the three most important phases to consider at this point are (1) the honeymoon, (2) the tug-of-war, and (3) the coalescence.
In the honeymoon, the team has just committed itself and marvels at the prospect of cooperation before them. All seems possible. The future looks bright. The team begins as a marriage might begin with the highest expectations of smooth sailing and a successful partnership and conclusion.
And then “harsh reality” may set in in the second or tug-of-war phase. Here, the first disagreements happen and people realize that they may indeed have different means and ends. People may be committed to their own vision of the project and others may be equally committed to theirs, the two of them being perhaps different, perhaps divergent.
Shock occurs as people realize that all may not be smooth sailing. People begin to resort to their winning ways, bargaining, posturing, push and pull, and all the other moves that people make to try to get their way.
If increasing resistance is met, people may begin to share amongst each other, gossiping and complaining about others in an effort to gain a sympathetic ear or even allies. Groups start polarizing and may even fall apart at this stage. Many groups don’t reach the coalescence stage. Many wonderful projects founder here and leave no trace. A good idea, a flash in the pan, an idea before its time.
At this stage, it’s necessary to stop the gossiping in sidebar discussions. Sidebars bleed the energy off and prevent resolution. Stopping them calls for commitment on one’s own part not to gossip and not to collude with others who wish to. It takes resolve to funnel the disagreements back into the group where they can be addressed and completed.
And once they’re funneled back in, then the group itself, or mediators within the group, need to assist those having disagreements to see their way through. And that’s where the two most important tools that promote coalescence come into play.
The two most nurturing, practical and empowering tools any group has to get itself through the tug-of-war phase and into coalescence are sharing and listening.
What is sharing? Sharing is a form of communication in which an individual reveals him or herself. I don’t mean sharing as in “share and share alike.” I mean it rather as in telling another who we are in the matter under discussion.
There again however, I don’t mean it as in telling another what we like and don’t like or talking to get strokes or be affirmed. I mean it as in sharing what is basic for us, essential, the ground we stand on, our principles, our commitments, and, equally important, our feelings.
Sharing means openness, transparency, vulnerability. Many people feel acute discomfort about sharing how they truthfully feel. Those who do experience connection and immense relief. Those who don’t experience increasing isolation and stress. What we refuse to share owns us and runs us so sharing these things releases us and reconnects us with the group.
Most often what we don’t disclose to another, and what constitutes THE missing piece for them, is how we feel. How something sits with us, how it impacts us, how it resonates is what is lacking in most other people’s knowledge of us and is the piece which, known, allows them, and in fact attracts them, to relate to us from a position of comfort and compassion.
If we favor withholding, we usually do so because we’re up against our history of having been hurt by others, disappointed, rejected, abandoned, etc. But without sharing how we feel, people may feel they don’t know us and need to guard themselves against us. They may be suspicious of those who won’t disclose.
What is it about sharing that heals, attracts, and nourishes? The most important aspect of it for me is that sharing communicates the truth, responsibly and harmlessly. The truth heals. The truth is what all of us, all life forms, seek. We are here on this Earth to know the truth about ourselves. The very purpose of life is to discover our true identity and that true identity, it turns out, is God. When one of us discovers the truth about ourselves in a moment of enlightenment, God meets God. That is the moment for which all of life was created.
The way God designed life, to the best of my knowledge, is that deception binds but the truth sets us free. The more lies we tell, the more our stress increases and our awareness decreases. The more truth we share, the more our stress decreases and our awareness increases. Or so it seems.
Sharing is the great leveller, the great equalizer. All shares are born equal. The millionaire’s share is as valid as the pauper’s share. How many times have I seen a person cop to the fact that, though all other circumstances in their life may be unequal, the share of one is precisely equal to the share of all the others. Perhaps one has to participate in a group to really see this. It becomes instantly visible the minute the people in a group begin to share (and they usually don’t begin to share right away).
A share is verifiable only by me. No one else knows what is true for me and I know only by submitting my share to my inner voice. If I’m telling the truth, I’ll be set free from tension and resistance; if I’m not telling the truth, tension and resistance will grow. In this sense, sharing the truth is foolproof. One cannot fool the inner voice. One cannot fool the divine plan. Events in life have been arranged such that the truth will set us free and only the truth. Money will not. Attractiveness will not. Power will not. Only the truth brings release.
I can tell whether I shared the truth by seeing whether I feel increasing or decreasing relief. No release, I have not shared the truth. Time to try again. Time to see what I’m withholding and share that. Increasing relief? Good. I’m on the right track.
But of equal importance to a deep and open share is focused and committed listening – the second tool a group has to move through the tug-of-war phase. A share with no listener is like a tree falling in the forest that no one hears. It may as well not have happened. Why a share without a listener is nowhere near as effective as a share with a razor-sharp, committed listener is not easily known to me. I do know that my own effectiveness in sharing goes down by an order-of-magnitude when I see that the other is not listening. I know well that feeling of being let down and almost giving up.
Most people don’t listen, whatever it is they think they’re doing. Mostly they’re framing their next share or talking to themselves for other reasons. They simply pretend to share by aiming their face at the speaker or remaining silent until the first moment when they can cut back in and take the speaker’s turn.
Committed listening has a multiplier effect on deep sharing. Each element of a share that is fully heard almost seems to disappear as an item and yield place to the next element as if listening were the match and each share was a particle in a trail of gunpowder. Most people when they have this depth of listening eventually reach the explosive Aha! moment: they see what it is that’s driving them, eluding them, or tying them up in knots.
The Aha! is veritably the explosion that occurs when the fire passes along the length of the gunpowder trail – guaranteed to happen and only a question of time. That’s how I see it after years of observation.
I endeavor to listen to every word and recreate the emotion with which it’s said, re-experience whatever the speaker is experiencing, and, without being intrusive, mirror back that I am listening and following each sentence. I look upon each sentence as a potential chapter heading, to be unravelled if necessary. I intend to know the truth of whatever I need to know, however long it takes.
I allow a person to say their whole story once straight through, with minimal interruption, so they get a sense of the sum of events. Then I ask them how they feel about what they’ve just said and allow them to tell the story again at a feeling level. We then cycle through a third time to see if any events or any energy remains.
When they reach their Aha! moment, usually all they want to do is get off the phone or out the door and report what they saw to their loved ones. I don’t require them to go back into their story after that. That usually only re-triggers the issue or upset.
In a group, the tug-of-war communication may be between two people with disagreements. In that case, one speaker may wish to talk to the other person the disagreement is with or to a mediator with the other person listening in. The mediator would want to know what happened, what it represents to the speaker, how they feel about it, what earlier incident it reminds the speaker of, how they felt then, what they see now, and what they’d like to see happen. Sharing works best without interruption except for periodic indications that the speaker is being heard, followed, and understood. Then the other person gets a chance.
It may be necessary to cycle through both people one more time. It may be that no agreement is reached. Perhaps a third avenue of proceeding is agreed upon rather than the way preferred by either party. But usually simply fully expressing the issues that are there is enough to bring a meeting of the minds or an agreement to disagree, amicably.
Interestingly, once the issues have been shared and heard, and both people are no longer immersed in all the issues, the resentment and stuckness seems to evaporate and both parties find themselves back at the status quo ante, which usually is the last point of agreement. It can sometimes be a shortcut to ask both parties to simply go back to the last point of agreement. As trust and relationship is built, it becomes easier and easier just to take that short cut.
Deep sharing and committed listening are the two most valuable tools to get a team through the tug-of-war phase and into the coalescence phase. All that is basically human seems visible in or arises from the ability of one person to share with another and be heard. I’m not sure why such a great deal rests upon unimpeded and open communication but it seems that it does. There appears to be very little that cannot be gotten through by deep sharing and committed listening.
Finally we reach the coalescence phase when people feel they trust and understand each other. Cooperation is now possible. When issues arise, people fall back on their love and regard for each other and don’t want to press their issues. Instead they either let them go for the good of the team or work them through themselves or in concert with their team mates. In this phase people love to share and listen, equally. Times together can be rich and rewarding.
They freely share the impact of each other’s plans or actions on them or on the team, as they see it. They look for solutions. They share power. They come forward when needed and move into the background when not needed. In the coalescence phase, people do what works and what they do works, as Werner Erhard said many years ago.
The team works as a team and succeeds in what they do. Less needs to be said and most conversations are deep shares and committed listening. The team is interested in little else. It isn’t that a coalesced team sees no more issues; it’s more that they’ve built a bond on a firm foundation and can weather the issues that arise.
Good luck with your projects as we leave the part of 2012 that had most to do with us as individuals and enter the part that seems to have more to do with us as teams.
(1) SaLuSa, March 9, 2012, at http://www.treeofthegoldenlight.com/First_Contact/Channeled_Messages_by_Mike_Quinsey.htm
(2) The Galactic Federation through Greg Giles, March 15, 2012, at http://ascensionearth2012.blogspot.ca
(3) “Blossom Goodchild: The Game is Over! The Light has Won! It Is Done!,” March 19, 2012, at http://www.blossomgoodchild.com/.