🌐 Friday Team – Session: 9th Aug 2024

👥 Present:

Daniel Raphael, Sherille Raphael, Kona Mahu, Marthe Muller, Bea Ngai, Juan Ramirez, Jacques Reverseau (plus Bob Wilson as observer)

✍️ Note:

This transcript is slightly edited for ease of use. Only the discussion with Celestial is recorded here.

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📅 Table of Contents

1. Session Introduction

2. Opening Segment

• 2.1 Centering and Silence
• 2.2 Opening Prayer – Marthe

3. Main Address: Machiventa Melchizedek

• 3.1 Strategic Context and Cosmic Framework
• 3.2 Role of Local Design Teams
• 3.3 Importance of Awareness and Strategic Planning
• 3.4 Organizational Challenges and Priorities
• 3.5 The Long-Term Vision for Urantia

4. Group Dialogue & Questions

• 4.1 Evaluating Team Performance (Juan via Marthe)
• 4.2 Areas for Improvement and Contribution (Marthe)
• 4.3 Enhancing Team Functionality (Bea)
• 4.4 The Art of Asking Questions (Kona)

5. Learning Organization Concept

• 5.1 Celestial Learning Organizations – Universal Model
• 5.2 Creating Circular Organization
• 5.3 Addressing Patriarchal and Hierarchical Mindsets

6. Clarification on Celestial Hierarchies

• 6.1 Structure in the Spiritual Universe
• 6.2 Earthly Organizational Reflection
• 6.3 Evolution of Human Civilization

7. Collaboration with Other Earthly Groups

• 7.1 Interfacing with Non-Celestial Teams (Marthe)
• 7.2 Communicating the Spirit-Led Vision

8. The Urantia Book Perspective & Learning Organizations

• 8.1 Reconciling Celestial Hierarchy with Earthly Reform

9. Preparation for Catastrophes

• 9.1 Practical Family Planning with 6-Month Food Supply
• 9.2 Celestial Guidance on Material Readiness

10. Session Closing

• 10.1 Final Words from Machiventa
• 10.2 Blessings and Farewell from Daniel

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🌟 Full Transcript

Session introduction by Kona

Kona: Alright if we want to just settle into our space and take some silence than Marthe will offer an opening prayer.

Opening Prayer by Marthe

Marthe: God of universes, who indwells our human minds. Thought Adjuster ours beloved, eternal companion. Michael of Nebadon, Mother Nebadonia. Machiventa Melchizedek, our Planetary Manager. Monjoronson our Magisterial Son, all Beings of Light, known or unknown to us; our Guardian Angels, Midways and all other Beings who take an interest in the growth of our eternal souls; we thank you for your presence here today.

We ask that you guide us to limit our egos, our self-interests and to grow in Godlikeness to reveal your Divine plan to others through the way we live our lives. Please help us overcome the excesses of the self and teach us how to live, simply aligned to divine values. We ask this in the name of the Father and the Son, and the Holy Spirit world without end.

Daniel: Oh, that was beautiful! Marthe!

Kona: Thank you so much.

Kona: Daniel. We welcome you and Machiventa over to you. Now.

Main Addresses with Machiventa

Machiventa: Good day, this is Machiventa Melchizedek. Thank you for being here, and thank you for being the progenitors of a much expanded program in the future. As I am the Planetary Manager, my concerns are from the macro planetary strategies to the minor developments of Local Design Teams such as yours and the communications from individuals. Yes, it is a multi-level position that I occupy. It is a way for me to be in touch with billions of people if that is a need while I can be attentive to an individual, even while communicating with thousands of other individuals.

There is a coincidence, of course, between your team, this work, and each individual here, and the plans of the Correcting Time of which I administrate with the help of thousands of spiritual beings, including many Melchizedeks and Archangels, and so on. This is all under the purview of the Most Highs with the guidance they received through Gabriel and Christ Michael the Sovereign of Nebadon. What you are doing for the “cause” (put that in quotes please) is that the cause is moving ahead at the local and societal levels and national levels at this time.

We now need many workers to fulfil the Strategic Plans of Christ Michael,

 We can say that some of the plans that we have put into place decades ago are now coming into their era of fruition, a time not of harvest, but of coming together and it is much as a vineyard master would do decades ago. They would call out for dozens upon dozens of helpers to harvest the grapes in the vineyard. This and each worker who would be harvesting the grapes, the clusters from the vines would know the chore, would know the mission, would know what needed to be done and how to do it, and how to protect the end product.

The missing element that we have with mortals on Urantia is that very few people are active workers in the vineyard. That is, very few know the Strategic Plans of Christ Michael, for the coming days, months, and decades on this planet. It is important that you understand the strategic importance of what you are doing. You are fulfilling strategic elements of the strategic plans that have been set in place. And yes, what changes from time to time that, you see, is delay. The delay, of course, is due to the lack of fulfilment, the changing of decisions by mortals and so on. We dance around these changes as best we can.

People need to know the WE ARE HERE and THERE IS A PLAN!

Oftentimes, or sometimes we have to abandon a plan, tactic and implement a new one. The strategies, however, remain the same. That is, We Want To Make Your Planetary Population Aware That We Exist, That We’re Here And That We Do Have A Plan. Each individual who wants to participate is a part of that plan, a necessary element of that plan for its completion. You may think, as you sit in this Design Team of Friday’s Team, that you do not amount too much to us, however, you do. What you are doing is incredibly important as you are designing the first elemental design teams that will be put into place around the world in the coming years and decades.

We want to see what works and what doesn’t work, and we can see that very clearly. When we hear reports from the team, from individuals in the team; well, this is not working too well, but this is working quite well, maybe we should do that instead.

Those provide good notes that we take for the conduct of Design Teams. Of course, you know as well that the initiation of a team, the organizing of it, and the process of developing the group of people into a working team, is itself a very complex process, and we give thanks to the individuals who recently provided the design team outline, as they call it, to assist us in this effort. And this will be, of course, be amended in time and made more effective for our purposes, but in essence it is primary to what many teams will be doing.

We then will be looking for organizers, those initiators that 1% of the population who are organizers, initiators, and creative thinkers. Those individuals who are leaders, social leaders, particularly are of interest to us. Political and economic leaders are less of importance to us at this time, though they have a powerful effect upon the conduct of your societies and your economies and your governments. And yes, there is a priority to the work that we are doing. The first is to establish teams such as this and then we wish some individual or group to initiate the beginning process of organizing for the development of local community Family learning centers.

Then we will get on with the other projects as well. It is important that individuals have a say in their government, and in how to raise their children. In actuality, people have an interest in their governments and raising their children, but societies have a definite innate interest in in providing the services for families to raise their children appropriately, to become productive, capable, and competent citizens and participants in the larger society.

As you can guess, this will take decades, and it will take at least 2 or 3 centuries for this to end up in a world population that is settled, and relatively at peace and ready to inaugurate the initial stages of the Days of Light and Life. As for this team, we wish you to continue what you’re doing. It is important that you come to understand, when you have finished a project, you have done good work on the design team outline. You may want to discuss how to further make that more effective and then move on to the next topic.

We are not going to determine that for you, but of course we will be making suggestions to your quiet minds on occasion to help guide you in directions that will be profitable for you, your team, your local community, your friends, and the teaching mission and of course your societies. In the end you are all one. It is important that those differences be erased in time. Separation, as I have said before, is met as an anathema to the peace and social stability; to level and productive economies.

The ups and downs of your economies is due to separation where the haves want to have more and those who have lots want more yet. And the separation from their levels of socio-economic levels from those who have little is egregious. It is not acceptable, and it is in the end intolerable to most civilized individuals. I count it a privilege to have presented this material to you. You’re welcome to ask questions if you have them at this time. Thank you.

Group Dialogue & Discussion with Machiventa

Kona: Thank you so much, Machiventa. I know that Marthe had 2 questions. That she was going to share one from Juan and the second from Marthe. So, Marthe can you read Juan’s questions, that would be most helpful.

How are we performing as a group?

Marthe: Most certainly. Thank you, Machiventa. Here’s the 1st question from Juan. Machiventa, we deeply appreciate your constant guidance and support in our work and collective missions. In our effort to be effective collaborators in the divine plans, I would like to ask from your perspective as Planetary Manager: How do you evaluate our team’s performance in implementing the plans and purposes entrusted to us? Thank you.

Machiventa: Thank you for your question at this time and space and place. I would give you a score of 75 out of 100. You can consider this to be a C in traditional grading systems academic and educational grading systems. The implementation of plans, of course, are limited simply because you do not know all of them, and you would have difficulty finding the right place and right priorities for their development, were you to know all of them.

We are in a way protecting you from the great spread of questions and issues that must be resolved in the next 200 or 300 years, as you can be most effective in this moment working with your group. Your effectiveness is very good. You have a complemental attitude towards each other, and to this work. You have a sincere interest in what you’re doing. and you are moving head proactively. This proactive element is primary to us, working together Co-Creatively.

Of course, we can assist you in developing questions and insights into what to do next. But you most of all are the ones who make that choice. We do not dictate the options that you choose. We will always present you with 2 or 3 options, maybe known to you, and perhaps unknown to you. But nonetheless, they will be embedded in your minds to be activated as you choose, when the question arrives in a group, what should we do now? That’s when those will come to the forefront of your mind. and if you have no suggestions, then wait for someone else to do so.

This is a Co-Creative effort, this is where we do not dominate, and you do not dominate. We know that many of you have personal pensions and preferences and attitudes towards various topics of your society and your culture. Some contribute to what we are doing and some do not. It’s important that you learn to discern which do work for us and for everyone, and which do not.

This is a process of discernment that guides your thinking, and of course eventually guides the philosophies you develop for life and living to assist your children, to grow into a much better world due to your efforts. Thank you for your question.

Go into stillness and ask for guidance

Marthe: Thank you Machiventa, thanks so much. Question number 2. In what areas do you believe we are contributing positively? And where might we need to improve or adjust our approach to better align with celestial objectives. Your feedback would be invaluable to us as we continue our service. Thank you.

Machiventa: Perhaps the best way that you can be of assistance to us to help guide you and your societies in the population of this planet, its civilization, is to enter into a period of a quiet mind at least twice a day. To learn to be still and to hear. It is a skill to listen to the sub frequencies that occupy the universe. You are fortunate not to hear all of them as there are millions. When you listen and you’re still without an active mind, we are able to help tune your mind to listen and hear us.

Then, when you ask a question, and we say something, you will be able to hear us. And this is the beginning of your inner dialogue with spirit, your Thought Adjuster and your Guardian and others who may be in attendance with you. The time of silence and stillness is important for your maturity and grace, your growth as well. This is a time of inner reflection where you’re not necessarily contemplating or reflecting on an issue. But unless your mind is operating in the stillness in a way that we can become complemental to the outcomes.

This may see complicated, but simply, if you have good faith, and you operate on the level of us being friends, and wanting to hear us in this dialogue that we wish to have with you, you will already have made great progress. Thank you.

Marthe: Thank you very much, Machiventa.

Kona: Thank you, Machiventa. Bea you have a question.

Bea: Yes, hello Machiventa, thank you for being here. You’d mentioned that you gave us a score of 75, and I am wondering… I’m going to make my question a little bit more specific. How might we raise that score? What do we do? Is there a limitation in our dynamic? Is it a limitation in our organization and ability to make decisions?

Machiventa: Please, Bea, are you doing my thinking for me? If you ask me a question, then please let me try to answer it. You have a very active mind, and I appreciate that, and I praise you for it. It sounds as though you were in competition to yourself with yourself. How can we raise our score in comparison to what another team, another person? Or are you in competition with yourself as an individual?

The aspect of improving your score is not a factor of doing. It is, according to my last answer, a matter of being, being open, being readily open and in dialogue with us. What can you do? The Chore is very steep. But you have a lifetime and more in the afterlife to learn how to climb that pitch. It is to become still, to become more godlike, to become more perfect.

And it begins first, ironically, at not striving to become perfect, but becoming less deficient in your social skills and in your thinking skills and in your spiritual skills. Many of you were raised in competitive families, to compete against someone else at school, in sports or academically. To compete against a sibling; twins have great difficulty with this issue unless they are strategically different in their character and personality.

Competition is contrary to integration. Competition is a way of thinking, that keeps us from you and you from us. That seems almost insidious, doesn’t it? But it is one of those insidious factors of your culture as well as monetization, making everything equal to money or to materialism. When you move away from objective, away from the objectification of everything into the values and qualities of life and living, then you’re striking pay dirt. Then you will improve immensely.

You might say, rather, how can we improve the quality and value of what we’re doing in our team meetings? How can we, by doing that, raise the score of the whole team. And then you would ask: spirit team leaders and the spirit, would you be willing to help us do that. And of course you will hear a unanimous yes, and very loudly, if you can hear. And so, this is the way to do that.

So, my comment back to you is not a scolding, but rather an earnest older brother, striving to assist you in the work that you’re doing hands on, person to person, in your team meetings, and I congratulate you for the courage that all of you have had to come to this forum to present yourselves honestly and authentically and humbly to be of service to Christ Michael, thank you.

What we can do as a Team to improve our functioning?

Bea: Thank you, Machiventa. In fact, my question was more towards what we can do as a team or any feedback that you had in our functioning as a team, and how we can improve that.

Machiventa: I would say this, and thank you for your question, Bea, I would say this: that just as you offered me many options for answering, you limit yourself when you do that. And when you offer options to your team partners, you also limit them. The best way to expand the capabilities and capacities of the team as a team, and individually, is to ask the question, let the individual respond. and then say or ask, would you consider: da da, da da…

And so that would help the individual think in much broader terms. And this allows a true acceptance of the individual and what they are saying, plus the attitude additive of being a teacher, educator to the team with your adjunctive, your additional comments and issues that would need considering. This puts you in a very humble position, and open and receiving of new answers to questions that were not presented earlier by the individual. This is a win-win situation that you raised, and I am glad you asked the question, and thank you for the opportunity to answer.

Bea: Thank you.

The art of asking questions? Limit them to 20 word!

Kona: Machiventa this is Kona, and I do have some questions, regarding questions. I know Daniel had a chance to review our Design Team Process that we’ve outlined. And we have commented in our team meeting about the establishing of a learning organization, which Daniel has written a good deal about, as well as Peter Senge. My curiosity is about the nature of a learning organization in the celestial community and other inhabited planets of Light and Life; and if that is a prototype that is worthy of striving towards, considering we have got to make some changes on this planet. I’m not sure my questions are, my questions are clear, because I want to learn how to ask better questions. But my first question is about the model of the learning organization and if that is something that will benefit our planet.

Machiventa: I chuckled, because you are, you present a very personal approach to this. And you asked one question, or you stated one thing that would cut through a lot of your question asking. And that is, strive to make your questions less than 25 words and ask one question at a time.

It’s not that I am limited, but this one’s RAM memory, temporary memory, has just so much it can hold together and organize meaningfully without his participation. That may sound convoluted, but ask one question at a time very logically. This is a step-by-step process. Do not ask as a media expert would ask a president or some corporate head with these extremely complicated questions, with so many additional conditions.

To them this is unworkable for a simple human being. You can do that in your mind as you’re developing the question simply because you have the forum, and you’re building it in your mind. What we ask you to do is build your question beforehand, limit it to about 25 words. But you have the permission to ask many, many subsequent questions to the answers I give. Thank you.

How to create a learning organization?

Kona: (Thank you) So much, Machiventa, I’ll try again. The learning organization model: is that something that exists in other planetary cultures aside from our own.

Machiventa: Yes, it exists all over Nebadon. This is why there are experimental planets. One out of ten are, of the inhabited planets, are experimental planets. This is a learning process. It is a feedback process. Your species is definitely not the most intelligent species in the local universe. But at your level of intelligence, it is important to learn what your species is capable of on its own without the intervention of a Planetary Manager in the local affairs of your societies and governments and nations.

This is a feedback process. And it assists the life carriers in their laboratories to design a new species applicable to the planet that will become inhabited. As a side note, planets of various physical compositions and elements, presented the intelligence of a new species with the challenge of survival and overcoming the challenges in order to thrive.

Therefore, on this planet, there was an abundance of water, plant life and nutrients, and so on, so that the life form that exists here, Homo Sapiens, came into existence and is now overly, abundantly populated on the planet. Thank you for your question. You have another.

Creating a learning circular organization that allows feedback?

Kona: I do, Machiventa. In trying to create learning organizations, what do we need to be most mindful of in this transition period?

Machiventa: Excellent. I will disregard the transition element of your question. What is most important is that those individuals who have initiated and organized and created the system are humble enough to ask for feedback from all the participants in the various departments and segments of the organization, and to give feedback when things present problems. What you are looking for in this development of feedback is an organization with coherence, meaning that there is a flow that operates at a circular manner throughout the organization.

Well, you should surmise that a circular organization means that there is not a linear process of decision making, and there is not a hierarchical process of decision making. A decision-making process, that involves everyone in the process, from those people in the shipping department, who will ship out new products, to those individuals in the design department and managerial departments. Everyone has information that other people need.

And when it is obvious that something is missing up the line or down the line, those individuals with the information would have the freedom and the liberty to provide their advisement making others who are involved, the co-participants in the end results, aware of the recommendations as well. A feedback process and an organization require that there be a return of information, coming to each section along that is affected by the information being developed, so that there is a coordination between teams.

What one team produces is the input for another team, and so on. So, if the input is not accurate and it’s not usable by the receiving team, then the receiving team would make feedback suggestions to the input team. It is very well known through industry and through finance, etc. that this is a process that works.

However, it is compromised, highly compromised by egoism, egotism, male domination, and the hierarchical system of traditional management. You are truly in a transition era where you are moving from an old historic, long historic history of male domination, authoritarianism and hierarchies, now to a much level playing field for everyone. Thank you.

Kona: Thank you, Machiventa. That leads exactly to my next question. How would you recommend that we address the mindsets that have been embedded in patriarchy and these hierarchical organizations, in order to effectively create the circular learning organization format/model?

Machiventa: At this point you’ll have to start your own organization. For instance, your work with the founders of the Urantia movement are ingrained with the management process and the gender preferences, and there is not much liberty or acceptance of feedback from lower levels.

In order for this feedback process to be to be workable, those down the line must be given the liberty and privilege and authority to responsibly provide input to higher levels. Likewise, higher levels must be open and receiving of suggestions for improvements. This is not just a process of mere acceptance, but it must be proactive acceptance that is generated, so that those down the line have a sense of sincerity and authenticity on the requests for their proactive actions. This is necessary and fundamental to a coherent organization. Thank you.

Kona: Thank you, Machiventa! Does anyone else have follow up questions? Bea, you have another question. Go ahead.

The hierarchy in the spiritual administration

Bea: Okay. I just have a clarification question from Machiventa about the hierarchical nature of organizations. Is it true that there is a hierarchical organization in spirit that functions in a fair manner, and should that be reflected on earth? I think I’m asking whether or not we should as organizations on Earth, continue with hierarchical management, but perhaps improve the function and reduce egoism within the different hierarchical levels.

Machiventa: The brief answer is, Yes, and Yes.

Bea: Thank you.

Machiventa: The longer answer is that yes, there is a hierarchy in the spiritual administration and creation of the universe, in all beings in all worlds, and it is fair. Simply because everyone is given the opportunity to ascend. Is fair, because there is a certain degree of parental familial love for “those who are lesser” and that this love extends to assisting “those who are lesser” (put that in quotes), to grow into the same levels as those providing the suggestions.

This is eminently fair. And yes, it is suggested that Earth organizations, your ancient organizations begin to adopt this practice, of course, the differences are grand. On your world on earth, Urantia, the main emphasis is monetary at this time. So, there is a tremendous inequality that goes on. There is almost absolutely no familial relationships that exist in business as we have reviewed the whole organizational concepts of business, etc, and government and all your nations.

There’s only perhaps 10% possibility of other options that exist at this time. As you may conclude, and we conclude, the system that you have is now self-defeating. And (we) mean the whole planet, your civilization. You are in an end game at this point where you have painted yourselves into a corner with no way out.

The only option is to abandon what is being dictated by tradition, and try something new that is workable. And again, it is not by domination of the most powerful, most money person/individual to do this. But rather this must come from the roots, the roots of society, the people who began the movement. Just as there were benevolent landowners at the beginning of the American democracy to organize itself into one that allowed individuals to vote, and so it has continued.

Now it too is in need of evolving to its next higher level of operation in order to survive. The trouble with your civilization is that it never came into existence with a plan. There were no intentions for its existence beyond the present day, and even more, there was no operational philosophy for the management of civilization, as there was no management of civilization, with no missions, no unified missions or objectives.

And so you’re really asking, Bea, the very root question of this incredible revolutionary time that is occurring in this era on your planet is that, is it now time to reinvent your civilization and for those people who are thoughtful enough and foresightful enough, caring enough to honour the brotherhood and sisterhood of other people, to now design a civilization that benefits everyone. Thank you.

Bea: Thank you very much Machiventa, I’ll offer the floor to Marthe.

Marthe: Thank you very much, Bea, and thank you very much, Machiventa. My question is that with the groups that you are working with, we are not the best subject matter experts in the world. We happen to be the people who’ve had access to celestial teachings and who are willing to pilot. But there are also thousands of groups around the world trying to do better work and redesign parts of society. How do we best collaborate when we are still in our infancy, in working out some of these ideas, because it seems difficult for others not to have access to some of the processes while they’re trying to do the same work. So, what is the most fair way to collaborate with others.

Machiventa: And who is others, who are others.

Marthe: The people, for instance, in South Africa, at the moment we’re in processes where women are coming together to do pre-dialogues on the desired form of governance.

Machiventa: Okay, please repeat your question in simplified form.

Marthe: Thank you, Machiventa, so my question is, since we are still in our infancy and we are not necessarily the wisest people on every subject, how do we collaborate with other groups not led by celestial teachers trying to do the same work?

Machiventa: The reality, dear one, is that your groups, this group, sister groups, are so early in their infancy as not to be able to make meaningful suggestions to other groups that are not guided by celestials or by the God presence within. It would be a certain degree of hubris to think that you could. The best route you can take is just, say spirit is here, spirit that created this world is here. Spirit recognizes that your world is in chaos. And that there is a plan for its rehabilitation, for its correction, for its reformation.

Would you be interested in knowing about those things? There you are! Truly, when we look at the divisiveness within these local groups. We see that and the egotism that we’ve seen. We suggest you not implement any outside assistance very soon. I mean, very soon, within the next week or so. Take your time.

When people are curious to know what you’re doing. That is the most opportune time to share your heart and your mind with them. Try to make them curious. This would be the beginning of a good repartee, a good conversation, and a way of engaging new topics and humanitarian suggestions for them. I see that my question is deficient in many ways for you, but let us let it set for the moment, thank you.

Marthe: It’s perfect. Thank you very much, Machiventa.

Kona: Thank you, Marthe. Thank you Machiventa. I have a follow up question as well within the Urantia book readers, that sees the hierarchy in the universes and through the universes. How do we help them understand this learning organization model as being preferential or as viable in comparison because they relate what they see in the Urantia book to what they see in our world, and they think they’re the same. And this has become a stumbling block and trying to move forward with creating something different. So, what would you recommend?

Machiventa: Certainly, it is a complex question that you have asked. Let me simplify. What is the motivation for the creation of this universe? What is the motivation for the creation of mortal, sentient beings? And what is the motivation that God shared its presence, its Fragment with sentient individuals? What is the intention of the universe? What is the intention of God?

Now set that aside. What is the intention of relationships on earth? It is money, is materialism, and so on. What is the motivation for the operation for the management of the universe? It’s souls. What is the economy of the universe? It is souls. And what is the modus operandi for management of the universe? It is love, is caring for the individual as you would yourself, and perhaps even more generously, if you will. The motivations for hierarchies on planets such as earth is hugely, profoundly dissimilar from the hierarchies of the universe.

The concerns of hierarchies in the universe is as a ladder, a means by which there is graduation. There is a means by which there is up-stepping. There’s means by which individuals at the lowest animal level can achieve the position of being one with the Creator, and in its embrace in Paradise. Yes, there are boundaries. There are spiritual, energetic boundaries. There is the material universe, the morontial universe, the spiritual universe and the eternal universe.

Each of these present themselves as hierarchies. But it is truly a means by which individuals can honour themselves as capable of graduating to the next level. And yes. you know about some souls, who inexplicably are not permitted to move from the morontial level to the spiritual level, or from the spiritual level to the eternal level. I have no explanations for that.

Those do occur, but they’re extremely rare, as we wait for the insights and wisdom to be shared with us to know that. Hierarchies are very important here. This is not a pyramid scheme of spirituality. This is a very humble process, where you, the individual, truly are in charge of your eternal destiny. Thank you.

Preparing for catastrophes

Kona: Thank you so much for that, Machiventa. I appreciate it. We have a question from our observer regarding catastrophes. Do you wish to entertain any questions regarding catastrophes and planning for them.

Machiventa: Certainly.

Kona: Bob asks if we prepare for coming catastrophes, is it a good idea for my family of 5, to have 6 months of food available? Do you support this type of preparation on our part?

Machiventa: This is Machiventa as your planetary manager on a material world, I would say definitely. It would be good advice to do so, and as you know, the catastrophes are occurring more frequently and more powerfully. Thank you.

Kona: Thank you, Machiventa, any other questions from anyone here?

Machiventa: This is Machiventa, hearing none. I thank you for your time. I’ve enjoyed our exchange. You have asked many wonderful questions about topics that are intimate to you and ones that affect the universe. Thank you for participating in the management of this planet. You have a very good beginning. Good day.

Group: Thank you Machiventa.

Group: Thank you, Daniel, and thank you Sherille.

Daniel: Most welcome God bless you! And we will leave you to your own devices.