Community Policy

Objective

The point of this group is not discussion, inspiration, or vague accountability. The point is steady output from people who care about craft.

If members are not shipping meaningful work, the system is failing.

Operating Principles

1. Work counts more than intent.
2. A steady weekly pace beats occasional intensity.
3. Constraints force better decisions.
4. A little pressure is useful.
5. Standards slip when removals do not happen.

System Design (Non-Negotiable)

The cadence is fixed. We do not do rolling windows because rolling windows turn into soft promises.

• Fixed weekly deadline.
• All submissions posted before deadline.
• No batching and no skipping weeks.

Submission format is intentionally small so the work stays clear.

• [Output]
  • Link.
  • 1–3 line description.
• [Craft]
  • What specific detail was iterated on and why.
• [Blocker]
  • Where progress slowed or failed.

Keep the format tight. It makes the work comparable.

Enforcement Mechanism

This only works if the rules mean something.

• 2 consecutive missed submissions lead to removal.
• 3 total misses, even if non-consecutive, lead to removal.
• Repeated low-effort output leads to removal.
• No engagement, including no comments or feedback, leads to removal.

No exceptions, because one exception becomes the precedent.

Low effort includes the following:

• No meaningful progress since the last submission.
• Superficial updates that are cosmetic or trivial.
• Recycled or old work.

The operator makes the call.

Membership Pipeline

We are screening for people who are already building, not people who like the idea of building.

Entry requirements:

• Proof of recent work from within the last two weeks.
• Self-initiated work, not assigned work.
• Clear demonstration of decision-making.

Screening questions:

• What did you build recently?
• What was hard about it?
• What did you iterate on multiple times?

If the answers are vague, the fit probably is too.

Onboarding Protocol

Before anyone gets a Slack invite, they should know exactly what they are walking into.

Before the Slack invite:

• Review the policy. This is mandatory.
• Submit an initial work sample.

During the first week:

• Submit within the first cycle.
• Failure to submit results in immediate removal.

Filter early. It is kinder to everyone.

Slack Structure (Locked)

The Slack exists to support the work, not distract from it.

Channels:

• #build for submissions only.
• #intro for onboarding only.
• #random for everything else.

Rules:

• No discussions in #build beyond feedback.
• No content dumping in #random.
• No new channels without approval.

Feedback Standard

Good feedback is concrete. It should point to a decision, a tradeoff, or a missed opportunity.

Avoid the following:

• Praise without substance.
• Generic comments.

Minimum standard: each member leaves at least one meaningful comment per week.

Operator Responsibilities

The operator is here to keep the room honest.

• Track weekly submissions.
• Enforce removals without delay.
• Maintain the standard of output.
• Admit new members selectively.

If enforcement gets soft, the group gets noisy.

Failure Modes (Watch Closely)

These are the patterns to watch for before the standard drifts.

1. Activity decay. Fix it with stricter enforcement.
2. Quality dilution. Remove the weakest contributors quickly.
3. Overgrowth. Cap or slow admissions.
4. Conversation drift. Redirect to output focus.

Growth Strategy

This works better as a small room with a clear bar.

• Start with 3 to 5 high-quality members.
• Add slowly, one person at a time.
• Only admit people who raise the bar.

Do not optimize for size.

Culture

The culture is simple and it should stay that way.

• High accountability.
• Low tolerance for excuses.
• Respect through output.
• Quiet intensity over loud participation.

Core Rule

If you stop building, you are gone.

Everything else is secondary.