Strategically Aligning Leadership & Governance for Business & DAO Unity

[Raven_1984]

Author’s Note

---

I’m a 1st cycle participant.

I entered the market on Nov 2023…Been in $Jup since launch but started exploring the DAO last September.

---

Professionally…I have over 7 years combined experience/expertise in these areas:

strategic research

organizational psychology

counselling psychology

community architecture

brand marketing

data analysis

creative writing

website/funnel building

infrastructure development

→ amongst several other relevant skills & talents.

---

This proposal was created for a “choose your preference” reading style.

---

Visual Long Read: if you have complex questions/concerns.

• Storytelling, Psychological Context & Senario Breakdowns.

Download PDF

---

Text Short Read: if you have simple questions/concerns.

• Highlights, Key Points & Example Summaries.

Read Text Below

---

DISCLAIMER

This concept proposal is for informational purposes only and does not constitute a final decision, commitment, or binding agreement.

The ideas and structures outlined are subject to further discussion, refinement, and approval.

→ All roles, responsibilities, and strategies may be adjusted based on organizational needs and stakeholder input.

---

CONTENTS

---

KeyNote Summary

Concept Outline

Phases 1-3

Final Remarks & Summary

---

KeyNote Summary

Leadership is about the people [ Human-Based ]…Governance is about the Organization
[ Information-Based ]

The Core Problem is TRUST…monetary conflict is a symptom of DISTRUST.

LEADERSHIP is the Core Solution…governance is the outer function.

---

Concept Outline

WHO IS THE “TEAM” ? WHO YOU ARE > WHAT YOU DO?

Core Aspects	LEADERSHIP [ Being ]	GOVERNANCE [ Doing ]
DEFINITION	The act of directing, guiding, instructing, inspiring, and motivating others.	The framework, models, systems, rules, practices, processes etc. used to operate, manage and develop an organization.
DECISION MAKING	visionary, transformational, servant-like	Structured, Organized, Efficient
DOMAIN	Conceptualizing, Strategy, Stewardship	Oversight, Administration, Regulation

---

COMMUNITY CENTERED TEAM LEADERSHIP

---

Core Aspects	TEAM [ Business ]	DAO [ Community ]
COMMUNICATION	Conceptualizing, Strategy, Stewardship	Addressing both short-term and long-term concerns, issues, problems, ideas, plans etc.
COLLABORATION	The act of directing, guiding, instructing, inspiring, and motivating others.	Creative and complex, involving brainstorming, co-designing, and innovation as a group. It requires problem-solving together.
COOPERATION	visionary, transformational, servant-like	Supportive effort where individuals or groups work together, but each party performs their individual tasks toward a shared goal, often with less interdependence.

---

Phase 1: Who is the Team?

---

1/ INTRODUCE THE TEAM: [ MANDATORY ]

Team Intros [ Spaces/Discord ]

Who you are [ Name & professional role ]

Where you’re from [ City/Country/Region ]

Why you’re here at Jupiter

How long you want to be /have been at Jupiter

What do you want [ personal goals, dreams, aspirations etc. ]

---

2/ SELECT BUSINESS TEAM REPRESENTATIVES: [ Main liaison with DAO & Community ]

20% of each team must be representatives. [80/20 split]

→ Eg. [ Product Team of 10 = 2 representatives minimum ] [ Design Team of 5 = 1 Representative minimum ]

Each rep MUST select a leadership mission: to direct, guide, instruct, inspire or motivate.

---

3/ ASSIGN LEADERSHIP TEAMS

Representatives assign a leadership decision making approach to each business team

[ visionary, transformational, servant-like. ]

---

4/ DELEGATE TEAM MEMBERS

All members chose primary, secondary and tertiary objectives

[ conceptualization, strategy and stewardship ]

---

Phase 2: Community Centered Team Leadership

---

NB. For legal reasons…i’ll be using code words for related terms for the rest of the doc.

→ Anything “token” is in relation to community-driven economic convo’s/concerns.

• “Tokenomics” “Token Dynamics” “Token Demand”

---

1/ Communication: CHOOSE Team Representation

• What is the most pressing problem the overall community is facing right now?

→ Who do we need for tokenomics concerns?

One rep from product, One rep from business development, One rep from marketing?

---

2/ Collaboration: SELECT Combined Team Rep Mission

• What is the best mission for token dynamics?

→ what is the priority concern for the community long-term or short term?

Community Priority Short Term = Motivate/Guide/Instruct

Community Priority Long Term = Inspire/Direct/Guide

---

3/ Cooperation: DECIDE Team Rep Objective

• Eg. If the mission is to motivate then what drives the community?

→ what psychological behaviors correlate with positive tokenomics ?

Is visionary, transformational or service based?

---

Execution Example.

---

NB. I don’t know who the business team members are…so I’m making up names and roles to serve as examples.

→ Remember: Anything “token” is in relation to community-driven economic convo’s/concerns.

• “Tokenomics” “Token Dynamics” “Token Demand”

---

Communication:

Dear Jupiter community to address your short-term tokenomic concerns…

→ Makala our data scientist from the product team, Mike our market research analyst from the business development team and Sarah our brand marketing strategist from the marketing team will be leading a service based initiative.

Concept: “Strengthening sustainable tokenomics to advance scalable ecosystem growth” [ Read in legal context ]

---

Strategy: Team based Product-Brand Marketing [ Leading to rebuild the Trust Narrative ]

---

Stewardship: Trust Measurement Framework C.A.T. [ Certainty, Alignment, Transparency ]

Certainty [ Team Commitment Standards ]

Alignment [ Team Incentives Criteria ]

Transparency [ Team Performance Benchmarks ]

---

Community Collaboration: [ Solutions ONLY ]

Team Objective: Growth & Scalability

---

Example.

Creating an open whiteboard for mind mapping and brainstorming.

30 min daily brainstorming sessions to discuss ideas & plans.

Build/develop easy to use tools/methods for execution & tracking progress.

Idea = Reinforcing Token Support

Plan = Support Consensus

Execution = Create Market Narratives

Tracking = Chart Analytics & Sentiment tools

---

Makala: data scientist

• Motivates the community by Sharing Predictive Ecosystem Models

Tracks Data [ Focus on Sustainability & Growth ]

Mike: market research analyst

• Motivates the community by Projecting Market Trends

Researches Macro influences [ Focus on Alt Season Meta ]

Sarah: brand marketing strategist

• Motivates the community by Forecasting Scaleable Adoption

Creates Market Narratives [ Focus on core Jupiter brand themes planet, cat etc. ]

---

Cooperation: Determine Team Rep Goals

---

• What is the most impactful goal for short term token demand?

→ Is it based on the journey or reaching a destination?

What is the most meaningful way to serve the community?

---

Journey: Performance/Breakthrough/Accomplishment

Destination: Winning/Milestone/Achievement

---

We’ve hit growth milestones several times before so it’s not an “achievement” per say.

It’s not going to be a “dopamine hit”…it’s a “Thank God” reaction…not a “OMG” reaction.

So the journey becomes more important.

---

Stewardship: Trust Measurement Framework C.A.T. [ Certainty, Alignment, Transparency ]

---

What does it mean to steward the journey?

• Certainty: What are the team standards?

• Alignment: What is the criteria?

• Transparency: What are the benchmarks?

---

If the goal is the journey then trust isn’t measured based on whether we reached a milestone or not

…it’s based on the community experience on the quest to get there.

---

Standards: Psychological Safety & Emotional Security

Criteria: Community Market Sentiment, Public Conversations, Support Networks

Benchmarks: Feedback Depth, Self Reporting, Perceptive Value, Receptive Engagement

---

Standards:

• Did members of the community believe they were safe to share their fears with the team?

• Did members of the community feel like they were cared for in addressing their concerns?

---

Criteria:

• Has the Community Market Sentiment shifted positively in a significant way?

• Are public conversations centered on creating meaningful solutions?

• Are community members finding and creating impactful ways to support and help each other?

---

Benchmarks:

• Did community members feel open enough to give deep feedback on the team?

• Were community members confident enough to share their experience with the team in detail?

• Do community members believe that the team was a valuable part of their experience?

• Are community members positively receptive to suggestions and recommendations of the team?

---

Phase 2: Business & DAO Governance

---

Governance Protocol:

• What are the models & frameworks to protect and safeguard the business & team from a community uprising?

• What are the systems & practices to secure and shield the DAO & community from a team rebellion?

---

Hard questions to ask isn’t it?

…but this is where we are…the community is imploding…the team & crew is under attack.

---

As a leader what do you do?

• YOU BUILD!!!

---

Trust Measurement Framework C.A.T.

---

The core issue is TRUST.

• Certainty [ Team Commitment Standards ] → Do these options provide clear, actionable outcomes?

• Alignment [ Team Incentives Criteria ] → Do these options align with community and investor interests?

• Transparency [ Team Performance Benchmarks ] → Do these options provide visibility into decision-making?

---

Here are 3 key areas that must now be addressed:

---

Organizational Structure: Certainty [ Team Commitment Standards ]

• What is the hierarchy system?

• Where is the org chart?

• Who has decision making authority?

• What is the chain of command?

• How are teams/departments organized?

---

→ Do these options provide clear, actionable outcomes?

---

Hiring Models: Alignment [ Team Incentives Criteria ]

• What are the team principles?

• Who decides hiring?

• What is the interview process like?

• What are the experience/expertise requirements?

• How is the team diversified in skill & talent?

---

→ Do these options align with community and investor interests?

---

Salary Compensation Rules: Transparency [ Team Performance Benchmarks ]

• What are the compensation package requirements?

• Is it performance based pay?

• What about overtime pay?

• Is compensation in $Jup a form of profit sharing or equity?

• Is there a signing bonus?

• Are there any disqualifiers for compensation?

• What are the financial & legal implications of the compensation package?

---

→ Do these options provide visibility into decision-making?

---

We need straight to the point answers…not essays..or explanations or speeches.

Easy to understand..straight to the point…in written form…like a FAQ.

---

Final Remarks

---

Concept Proposal Summary

---

Where we are now: Fighting over governance because trust is broken/destroyed.
Why it keeps happening: No governance structure alone can restore trust…leadership does.
What needs to change: The focus needs to shift. First, leadership realignment. Governance follows.

---

Still need additional context?

Read the full proposal.

Download the PDF

[1Cr0wn]

I could have done without all the formatting and special icons, but in general I agree. You highlighted the main issue going on right now, which is lack of trust.

If one applies the principle of subsidiarity to any organization, the CEO provides the strategic vision that the rest of the org can all rally behind. The CEO shouldn’t do the jobs of the lower levels, but gives those in the lower levels order to execute very well.

In thinking about it, Jupiter needs a COO. Meow is a good leader with very good vision, but I think he tends to get trapped in the weeds of both steering the ship and making sure the oars are rowing in unison. A COO could make sure the vision is being driven to and also provide more oversight and transparency to the org, giving Meow the ability to focus on the next steps for JUP.

[Raven_1984]

Hi1Cr0wn, thanks for your comment.

A COO is a good idea.
It definitely would help with structural issues.

Bringing on a new person at that level would be tricky though because of the trust factor.

The same issues around authority, power and compensation would resurface so a good measure of trust would have to be restored before having that conversation.

Plus really strict protocols would have to be put in place at that level…it’s definitely not something I can see being done in the next few months.

[ Also…with the formatting I am currently experimenting with a method in my writing style that deals with “bio hacking” it’s a neuropsychology concept that deals with cognition, memory, visualization, processing, retention and other brain related concepts. ]

It’s to help people understand complex concepts at various educational and intelligence levels.

[BTC]

Sorry, what is the proposal here in 1 sentence?

[Raven_1984]

Hi BTC…this is the summary.

@Raven_1984

Where we are now: Fighting over governance because trust is broken/destroyed.
Why it keeps happening: No governance structure alone can restore trust…leadership does.
What needs to change: The focus needs to shift. First, leadership realignment. Governance follows.

[BTC]

I don’t understand the aim of this proposal, how do you plan to make your changes, what are you proposing exactly to make these changes happen?

[Raven_1984]

The short read lacks the context of the full proposal.
You can read the full version by downloading the PDF

---

But to answer your question on changes
…this is a “concept” proposal…because the core solution is built on trust.

Hence…acknowledging that there is a problem is the 1st step…but then you have to understand the full depth of the problem.

Any true “change” would operate at the highest business & organizational level.

So this proposal is for the purpose of deeping the identification, awareness & understanding stage of the problem.

While also briefly describing simplistic ways to begin brainstorming & implementing solutions.
[ small change tests ]

---

Think of the concept proposal the CORE document of a series of essays, articles, proposals and documents.

---

For example in the full read:

I mentioned that Jupiter has been in a series of snowball events that affected trust.

One of them being “The Logo Dispute”…this point got a bit of pushback from some community members so I created an essay article to explain…which can then be extended further into other essays, documents etc..

---

This complex setup is because I need a great amount of top level approval and widespread community agreement to establish any real change.

---

But not everyone has the same level of awareness, understanding or depth of knowledge about the fundamental problems of leadership & governance and how they have affected recent events, decisions and the business, team, groups, DAO and community as a whole.

[Pythonia]

well said…

I can see that there actually is some real people around here that actually think for themselfs

[0xbrawlie]

@Raven_1984 I think you hit the nail on the head with this. I’m sitting here reading your post and nodding. The good news, like you said, once things are acknowledge, steps can be taken to “right the ship”.

Thank you for this break down.

[Raven_1984]

@0xbrawlie really appreciate the comment!
I’m so glad and relieved that the right people are finding my writings.

Hoping to gather more and more people so that we can organize to drive fundamental long-lasting change.

It’s going to be a gradual journey but I believe that if we work together real change is achievable.

[ Also…I saw that you found my comment on the CAWG proposal about the grants program…i’ll be doing a major write up on this topic next and it’s going to pull a lot of psychological context and storytelling from the full concept proposal so you can look out for that as well ]

[0xbrawlie]

Agreed. Active participation, with constructive, actionable steps, is key to effective change.

[TMBG_BENN]

The proposal for strategically aligning leadership and governance within the Jupiter ecosystem is important for creating strong and effective collaboration. It’s great to see approaches like this that encourage communication and teamwork. I hope this strategy helps in the development and establishment of the ecosystem, providing a more organized and guided path for the community.

[TMBG_BENN]

The proposal aims to strengthen leadership and governance within the Jupiter ecosystem to improve collaboration and efficiency in the community. It suggests creating organized leadership teams and enhancing communication so decisions are more guided and better meet the community’s needs. The goal is to establish a more structured and effective governance system to support the ecosystem’s growth.