BG5 Semester 2 Small Business Analysis and Engineering

Lesson Two
February 3, 2006

Penta Analysis

When you looked at the schedule for the lineup for the second semester
you can see that there is a great deal of practical that’s involved. We need
to have a lot of working practice with this because I don’t want you to be
left alone in the dark when all of this is over. So, it’s very important for
me that a lot of what we do together is at a practical level so that I can
help you, or guide you to ways of looking at things.

The example that we’re going to be working with and we’ll work with
this for a couple of classes. This is the kind of example that you’re
actually going to meet relatively often. And it’s in many ways a perfect
example to describe what a true alpha is, and the significance of an alpha
and the relationship of an alpha to a Penta and why it is our goal as a
small business organization to be able to build a Penta plus the alpha that
runs it.

In the example that we have we have five people and we have five people
that fundamentally do the same thing. So, this is an example of what you
would meet in a department of an organization. You’ll find this a lot in
entrepreneurial organizations where you have a sales staff or a
telemarketing staff or a phone staff. You have people that are involved in
doing the same thing so it’s not a matter of different essential skills are
necessary in terms of the way that you would engineer this. In other
words, what you’re looking at is a group of people that are all doing the
same thing.

I’m not going to directly personalize this to the actual background in

terms of what these people are actually doing because it’s not the point. I
just want to be able to use what is an actual example, so it’s not
something that is simply constructed. When you’re looking at a Penta
and you’re going to be looking at a Penta from the point of view of first
of all seeing if or if not there is functionality, and what has to be done
about it. You’re going to be looking at a situation where you have a full
Penta, there are already five people.

If there is real dilemma in here it means that somebody would have to be

removed and somebody to replace them. And in dealing with a full
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Penta then what does that mean relative to the position of the alpha and
how the alpha, in essence, is going to take advantage of the information
to be able to get the best possible results out of that group of people.

AlphaOne Overview of Each Member of the Group/Two Perspectives

So, what we’re going to begin with is an AlphaOne overview analysis of
each of the members of the group. This is something that is going to be
very important for you to be able to do. It’s the kind of thing that you
would do before you would even look at them together in a Penta
configuration. You’ll notice that today we will not look at them together
in their Penta. We’re simply going to look at them individuality.

There is a two-fold goal for me in that. One is that you learn to see how
AlphaOne is a career guide and is a career reading that you can give to
anyone. In other words, that it really allows you to help people
understand their potential in small organizations and gives them an
insight into where not to pursue skills because those are areas, and you
can see them within the AlphaOne, where that is not going to be
productive for them.

One side of it is seeing each individual, in terms of the AlphaOne, as a

career profiling. And the other side of that is to be familiar with one of
the components of the Penta that you’re going to look at. What we’re
going to be doing is we’re going to go through step-by-step and we will
take a look at each of these beings and take a look at them from these two
perspectives.

{Illustration}
Kathryn
We’ll start off with Kathryn. We have obvious things that all of us,
because of the nature of our training, pay attention to. This is a
Generator. You’re dealing with somebody who is a 4/1 so right away you
have an impression about the fixedness or rigidity of the way in which
they operate. It’s a split definition. When you’re looking at split
definition, particularly when you’re dealing with emotional Generators,
this is often a dilemma because the authority is split off from what is in
fact is the energetic system.

So there are things that you see here that are obvious from the Human
Design perspective. But that’s something that comes afterwards. Let’s
look at the components first and then let’s look at the way in which that
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can be presented to someone. Our concern is what is this going to tell us
in terms of the BG5 potential, the career potential, in small organizations
that this person has.

15/5
First thing that we see is that there is a very strong definition. That is, we
have a Personality activation definition in the 15/5. Of course, we know
that in many respects this is somebody who is always going to find a
place in small groups. And they’re always going to find a place in small
groups because they have the potential to not only hold a group together,
remember that this is the magnetic field where the Penta aura grabs in,
and grabs in and holds or spirals the other auras together. So, this is
somebody that can catch on in a group, and this is somebody that can
hold a group together.

So, when you’re looking at this kind of activation, it’s very easy to be
able to say to this person, as an example, that working in small groups is
a place where you can excel and you can excel in certain areas. One of
the ways in which this person excels is that there is a fundamental
reliability about them. In so many kinds of work, particularly Sacral
work because so often Sacral work is repetitive work and very essential.
It’s like the Sacral motor itself. This repetitive work, when you have this
reliability we’re not talking about level of talent here. We’re simply
talking about a level of efficiency and a level of competence in which
they are reliable in the way in which they go through their repetitive or
their generated process. There’s also another activation; that is, the 29 is
there. Again, you know that this is somebody that is ready to make the
commitment.

No 2/14
When you’re looking at this there is something obvious to see. It’s the
thing that in Penta analysis should really stand out. First of all, there is
no 2/14 so this is not somebody that brings resources into the business, or
into the activity, or into the department. This is somebody that can
function as a result of the resources being present, be reliable and
consistent and be committed if the resources are there. But if the
resources aren’t there, slowly but surely, there is nothing to hold together,
it will fall apart.

For example, this is the kind of person who any fantasy about going out
on their own is always going to represent problems for them. The other
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thing is they do no have any Sphinx gates. There’s no 2, no 13, no 1, and
no 7. So, this is a form principle that doesn’t have a good sense of
direction.

No 2/14 means that in terms of the essential core of any Penta this is not
going to be a core figure. It can’t be. The second thing is that when you
look above to the totally open Throat center you have somebody that yes,
within the context of their individual design in Human Design terms, the
not-self of this, there is a deep need for attention. But what’s very
important to see is how white this is between the Throat and the G center.

In other words, this is not going to be someone who is actually going to

be able to take on responsibilities in that sense, the responsibilities of the
larger grouping. There is no place for this being within the Penta to be in
the upper part of this zone and making contributions there. This is not a
person that when it comes to a career, the most important thing for this
being is not what the career is; it will never be what specifically the
career is. It will be whether or not they have entered into a career
correctly in terms of the nature of their response.

Two Kinds of People in the Penta

When we’re going to talk about career direction for people there are two
kinds of people. Well, there’s really three in a sense because of the 2/14.
But there are two kinds of people in terms of the work of the Penta.
There are those that are the foundation, if you will, the underbelly, the
inner mechanism, the inner working. They are the necessary qualities,
energies, to be able to keep the thing going. But for them to pursue
careers from this position is not going to work.

If there is a career for you to pursue, it will be evident from the Throat to
the G. Again, to really understand that from the Throat to the G this is
what the story is all about in terms of the presentation of the Penta to the
outside world. And the way in which the Penta is administered on the
inside, the way in which the security and the oversight of it and the way
in which hiring and firing is controlled and the public face of the Penta,
all of this is here. Each of these zones leads to different kinds of career
potentials, or at least career generics, if you will.

To be positive, and again it’s very important for people to see that what’s
important for these beings, and again I’m speaking specifically of the
15/5’s and the 46/29’s, for them to understand that it’s never about, “I
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have to figure out what career, the career has to figure out me.” It’s the
other way around. And if you’re at the top up here you’ve got to figure
out what the career is going to be. In other words, it is the basic polarity
that is there within the construct.

So, what’s important for these beings is simply to pursue those things that
are correct for them. It’s very, very important because they’re the ones
that are the generating forces. And ultimately what happens to them is
that they learn to recognize—these are the kinds of people that take a job
because they need money only to discover that they love the job. And it’s
not because they ever thought that job was going to be their career. They
never thought that job was going to be their career. As a matter of fact, if
you had said it to them they would have said, “No,” because they don’t
know.

When we’re thinking about the way in which Kathryn is going to fit into
a Penta everything is going to depend upon, for example, who is going to
bring the upper part of this process, who is going to bring, for example,
the 31/7 that administers this, and brings that quality to it. And whether
or not that’s going to be there because if that is going to be there, and
again, we’re going to look at a situation where we’ve got five beings, so
we’ve got a Penta.

From the perspective of the alpha, in looking at it from the alpha, when I
look at this particular member of the Penta that I’m responsible for, I
know something right away, they need to be told what to do. So the
moment that you’re looking at a 15/5 or you’re looking at a 46/29 again
from the perspective that you’ve got five beings, you’ve got a full Penta,
you’ve got an alpha that is the boss of “that Penta,” then the perspective
of that boss is anyone who has that 15/5 or anyone who has that 46/29
they require attention and direction.

As long as they get correct attention and direction they’re going to be

terrific because that’s what they don’t have and it is what they need. Of
course, what you’re going to be able to see that as we go through and we
look at each of the beings that are involved we begin to see how they can
be managed. And just like as in Human Design, because again, we’re
looking at an individual, how we are attracted to what we are not guess
what happens to these people down here. They’re the ones that so easily
can be upset because they’re told what to do. They’re the ones who want
to be this up here and be able to make their, take their own decisions and
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do their own representation, and all these other things, when in fact;
they’re here to fulfill what their limitation. After, all everybody has a
limitation.

As you’ll see, it’s the big problem of the 2/14 because in most cases just
because you bring the money doesn’t mean you know how to run the
business. It’s an old story. And in many cases, 2/14’s who only come
with 2/14’s who happen to be the money so often they need to be told
what to do and they need to have clear direction.

So, when you’re looking at the lower part of the Penta this is something
to keep in mind in terms of the way that you can look at somebody’s
potential and you can help to orient them towards the fulfillment of that
potential in looking at them in that way. The other way is you’re
beginning to see how you can manage them, manage what they are going
to be reliable about. Manage the way in which they operate within the
aura, because after all, they hold the Penta together, that is their potential.
Manage them, give them direction.

And of course, the direction is direction relative to what their work is,
whatever their work is. And where you know that the upper definition
will not need that kind of direction, and as you’ll see they’ll need
something else. It’s not like one is better than the other, and please don’t
even begin to see it that way because they’re just polarities to each other.
The dilemma is like everything in the way we operate genetically is that
we’re always trying to operate in direct opposition to in fact what we are.
Of course, that would be a dilemma for this being.

AlphaOne Reading
Obviously, there are other things in a personal AlphaOne where you’re
reading for them, where you’re looking at the possibilities for them career
wise the most important thing is the focus on the combination of their
Sacral and their emotional system and what it means for them to know
how to make decisions, how to understand that the real opportunities in
their life for them to discover where their gifts are, where their skills
really are and the kind of work that will be correct for them, for them to
see that that will come to them. That it will be right for them and it will
suit their flow, and so forth and so on. For them to understand the
emotional Sacral response as way for them to gain access to what are the
benefits of their design. They bring a lot to a group; they just don’t bring
every thing like anybody else.
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In other words, the importance here is to be able to guide them in a way

that is healthy for them and at the same time to know how to manage
them, because to how to manage them is so important. First of all, I talk
about the fact that they’re going to need direction. And yet, you can see
if they’re an emotional Generator they need direction in a certain way.
And they’re also a 4/1. So, not only do they need direction, but they’re
going to need the direction explained to them. And not only are they
going to need the direction explained to them, but they’re going to be
asked to comply with the direction that is explained to them. And there
will be no pressure on them to jump and click their heels and say “yes”
right away.

All of this is part of management technique. Combining what you

understand from the basic premises of Human Design and combining that
within the context of what is their working profile so that you can begin
to see how they fit into the organization. By understanding their
limitation means that you’re not burdening them with things that are not
their burden. That’s the other thing as well.

One of the great dilemmas in small businesses is that you keep on

dumping things onto people in the hope they can handle it when in fact
they may not be able to handle it at all. You tend on shepherding the
wrong people. There are so many things that go wrong because one isn’t
aware of the mechanics of the beings that you are dealing with.

There are many other things we could discuss, and as we go along we

will and we’ll get deeper, and particularly the Nodes but I want to save
that so that we have a general perspective first before we go into any
depth on that.

{Illustration}
Kathy
Ok, let’s take a look at the next one. This is Kathy and Kathy is a
Manifesting Generator and it’s a 1/3. You can see this integration 34/10
that is the source of the generating which by itself is manifesting
generating, plus the addition of the emotionality of the 12/22; you have a
very, very strongly defined single definition. And obviously, somebody
who is operating out of emotional authority so right away we have a
beginning of understanding of the emotional dynamic that is beginning to
build up in the individuals, so far, as we move into this Penta.
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Open splenic system, open Root system—when you’re an employer the

open Root system is an invitation to abuse. One has to be very careful
about the way in which you work with this. Here is a classic example of
genetic continuity between the dynamics of the open Root center and the
way in which the working profile operates, because in this working
profile we have the other side of the story. In other words, we have
somebody who is very strongly Penta activated, there’s no question about
that, and we have a definition in the 8/1.

The first thing that that tells you in relationship to what we’ve just been
discussing is that this not somebody that needs to be given a lot of
direction. As a matter of fact, every time you approach this person you
put them under enormous pressure. So, these are beings that can be over
pressurized. Of course, that leads to mistakes that lead to problems, it
leads to emotional explosions, and it leads to a lot of things.

Thematic Guidance
What’s very important when you’re dealing with any definition that is
above is that the guidance isn’t a question of direction, the guidance is
thematic. In other words, it is about their specific responsibilities to be
aware of what their specific responsibilities are and for them to give
themselves direction. One of the dilemmas of the not-self in beings who
are work profiled from the G upwards is that they run around
complaining that they don’t get enough direction. This ends up being a
big problem.

Remember that we have constantly this trying to be what you’re not. And
of course, running around and saying, “What I’m missing is direction,”
this is somebody who is not clear about their role. When you’re looking
here at the foundation of what this upper process is about, the G gates,
you’re looking at role gates. You’re looking at this thematic. These are
very specific roles. And anyone defined in these areas may be totally
ignorant of what their role is. It is the responsibility of the alpha to make
sure that they understand what their role is. And that they understand that
they are responsible for their own direction.

What we’re looking at is an ability to be able to enhance management

skills in a way that’s never been present before, a gift of being able to
understand how to work with somebody to bring out the maximum
potential. And obviously, that is the whole point. A Penta that is
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operating correctly, that is functional, the aspects of the Penta being
treated correctly in terms of what their work profile is, then you have a
Penta that is going to be deeply productive and very satisfied. That is,
satisfied as a unit, satisfied within that process.

In looking at this being and in looking at their work profile, obviously

you’re dealing with somebody that has the potential for a career. You can
see that representation, the public relations, the being in the front, that all
of the things that fit into that kind of larger generic, this is something
where they can point themselves. There’s an aspect of administration,
there are aspects that are there that are all part of responsibility aspects.

Where they’re not good is that they don’t really know who is good
enough to hold the job or keep the job. In other words, they’re not a very
good judge of the working ability of others. They also are weak when it
comes to planning. One of the things that they have, though, is this drive
or vision that pushes them to the forefront.

Emotional Manifesting Generator

In meeting somebody like this when they are entering into that time in
their life where they are looking at career direction again we are dealing
with the roots of analysis in Design where you’re dealing with an
emotional Manifesting Generator and how important it is for this being to
be able to grasp what that means. It also means that in bringing them
their role that role is something they have to respond to. “Are you ready
to take on this role and these responsibilities?” It’s like the wedding vow,
“Will you take, blah, blah, blah to be your lawful wedded job?” That is a
response that has to come through emotional clarity over time. Only
when they enter into that correctly, so as a manager, in order to be able to
get them to be productive you’re going to have to reach them in that way.

More than that, profile tells us so much about how to be with somebody
else and make them comfortable with you. There is an automatic tension
that always exists no matter what between the alpha and the Penta. It is
natural. There is the inside and there is the outside. And it is the way it
is. People will say, “I have a decent boss.” They don’t say, “I love my
boss,” it’s rather rare unless they’re fucking them but that’s another story
but I won’t get into that.

The thing is one has to be able to cross that boundary and to be able to
have what is a respectful relationship that is without tension. When
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you’re in a position where you are the one that is responsible for telling
people what to do, or whether they’re going to be in a job or not, and on
and on and on, there has to be a certain distance. Without that certain
distance that makes those kinds of decisions that an alpha regularly has to
make, and makes those decisions very difficult.

Yet, at the same time you cannot be aloof and dictatorial. That will only
last so long and it will only be productive in spurts, if at all. So, the
ability to be able to commune with the other in a way that is mutually
beneficial one of the keys is profile. Profile is one of the most
extraordinary ways to be able to frame human beings, to be able to have
an overview of their behavioral mode. When you’re dealing with a 1st
line Personality you cannot just simply tell them to do things. And if
they’re a Generator you can’t tell them to do things. And if they’re an
emotional being you can’t force them to respond or act immediately.

When you understand that, as an alpha it’s not about that creating an
uncomfortable situation. If you treat them according to what is correct,
they will be productive. You take an emotional Manifesting Generator
and you’ve got a job that has to be done and it has to be done in 7 days.
You give them the details of it, you explain it and you ask them if they
would like to do it and you tell them to let you know. You wait the first
day and the second day and you think, “Oh, boy, there’s going to be a
problem.” On the fourth day emotionally they decide they’d like to do it.

And they get it done right away because they’re fast as hell and they can’t
stand being under pressure so they get it done. But because they had
entered into it correctly they don’t screw it up. They can be very fast in
the end, in terms of the needs of the manager and the kinds of things that
need to get done and deadlines and all of these things. It’s not like
because you’re giving somebody time means you’re giving them a
particular privilege. You’re not; you’re treating them with respect and
they will respond and they will be productive in the way in which they
respond.

You can begin to see that educating an alpha as to how to operate and this
is not about training them in Human Design, it is about simply giving
them understandable simple keys about the people that they’re working
with. They can take notes. It’s good for them. We have an alpha
program which is going to be very exciting in which we can really
establish training techniques for alphas. In the beginning you’ll do that,
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but I hope to create a business school where there is a growth in this and
we begin to expand it. Alpha training is something that is going to be
very exciting and very important.

And yet, at the same time because Design is simple, the keys, even the
working profile keys because we have another language for them, to be
able to provide the Penta with the right keys, the right keynotes for each
of the employees, that’s something that is relatively from our perspective
easy to do. Don’t tell them that that it’s relatively easy to do. But in fact
it is. They will be like anybody having to deal with such revealing
information; they will be satisfied with that level of insight because it’s
extraordinary.

Everything about group working is about the management skills. When I

first started to teach business Penta and Juan Jose was part of those early
classes I used a word that I haven’t used in this program yet. The word
that I used was “obedient.” Functional Pentas are obedient. But that
only means that they will react to the way in which they’re guided, they
will not resist, they will react. It means that once you’ve reached a
functional Penta the only thing you can do to fine tune the process and
bring out the best possible results is of course the level of and quality of
the alpha.

It is the way in which the alpha then works with the functional Penta.
The Penta will react. But it’s whether or not the alpha is able to guide the
components of the Penta so they’re all fulfilling their limitation. And that
they’re being treated correctly. It is astonishing what happens when
human beings are treated correctly. This is really an enormous
transformation.

{Illustration}
Kele
So, let’s go on and we have Kele. Here we’re looking at something
different now. We have an ego Manifestor, a 4/6 with a split definition.
We’ve got somebody who is operating out of ego authority. We can see
right away from the design perspective that there is tremendous not-self
pressure from the lower half of the body graph—avoidance of
confrontation and truth, and holding on to things that aren’t good for you,
and never knowing when enough is enough, and on and on, the pressure
and everything else. And you’ve got a split off from the mind to the way
in which the ego system and the G system are operating.
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First thing is that it’s obvious that here again we are dealing with an 8/1
configuration. Again, we’re dealing with somebody who needs to
understand their role and that in understanding their role that they are
responsible for their direction. However, in this particular case you have
a different approach. It’s obvious you have a different approach. Here
you have a situation where you’re not dealing with a Generator anymore.

By the way, when we’re talking about Pentas, because it was one of the
questions that came up earlier on last semester, the requirement of can
you have a Penta that’s just made up of Projectors and by connection they
happen to define the Sacral. My comment was, no you’re going to need
at least two Generators in Penta. Frankly, in order to be in resonance to
the general population the ideal is that you have a minimum of three
Generators in a Penta. The Penta is an energy machine. The generating
force is absolutely essential to its vitality.

So, it’s not like you’re going to end up with a lot of Manifestors that are
going to fit into a Penta. It’s something to consider. You will have
Projectors, obviously, that are going to be able to fit into that Penta with a
Generator. They have a natural relationship to each other in terms of the
way in which their auras operate. But when you bring a Manifestor into
a group they have a very, very tight aura. They have a closed and
repelling aura and they operate differently. The danger of the Manifestor
is that it operates without informing.

Manifestors
So, you suddenly have a different kind of management style that you
have to take with the Manifestor. In this case, you have a Manifestor that
is given its role and told that its direction is up to it. However, there is a
condition on that. The condition on that is that they have to inform the
alpha what directions they’re going to take. In other words, there is a
condition placed on the Manifestor that protects the manager, or the
alpha, from having a loose cannon in their operation. The Manifestor
naturally will take to this situation of defining its own direction.
However, it has to learn to inform. It needs to be policed, in that sense,
and it needs to be reprimanded.

This is one of those interesting things about the relationship between the
alpha and the Penta. You cannot scold a Generator. It never works. But
you can certainly scold a Manifestor. It is the role of the alpha to scold a
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Manifestor when the Manifestor is not informing. For example, let’s say
that at the end of every day everybody has to fill in a worksheet, a
timesheet, whatever the case may be and the Manifestor just won’t do it.
It is not because it’s malicious and they’re making a political statement or
it is revolution, informing is not natural for them. But you cannot have a
Manifestor operating in a group unless it surrenders to the need to inform.
That’s the way that they’ll have to be managed.

Again, you can see that there is a style, and there is a particular technique
for the way in which you can work with each of the beings that is there.
Here’s the example of the 4/6. It depends on when you get them. I
would not be in a hurry to hire a 4/6 who’s 25 or 26 years old unless I’m
only going to hire them for a year because I know that’s a rough time in
their life and they’re going to go through a major change. That major
change will probably mean that they will change their direction in their
process because they’re going to go onto the roof. If you’re hiring a 6th
line being and they’re on the roof then you know that you have a certain
stability in that they’re looking for something that is secure and long
lasting and they can be a very good 5, 10, 15 year employee or partner or
associate or a department member or whatever the case may be.

The other thing is that you’re dealing with a 4. What is going to be

important is that you can see that the 4 th profile will take the edge off
having to get the Manifestor to constantly inform because the Manifestor
does has a networking and brotherhood/sisterhood, this kind of influence
relationship where it does not want to lose its influence, it does not want
to lose that capacity. It’s something that can work in the behavior of the
way in which it’s managed.

Again, to really understand there is so many ways to look here. The other
thing is we started off with two emotional beings, and not just emotional,
but juicy emotional beings. We come over here to this being and we’ve
got an ego Manifestor with an open emotional system. We know on a
one-to-one basis—partnership—this being can be made very
uncomfortable so you’re dealing with the most volatile person in the
group, which means that you need to pay attention to them.

The fact is, depending on what it is they do they’ve got an enormous

energy to put that out. It’s obviously what they are there for. But again,
because they cannot be directed you have to see that they’re going to
need a lot of attention, you’re going to have to watch and make sure that
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they’re really informing of the direction that they’re taking, and as long
as you can keep that in balance, as long as they’re within the Penta, the
moment you step into the Penta the emotional field disappears. You can
actually see that.

If you saw these five people together—there’s always stuff going on

between people. We know that, there’s always stuff going on between
people. But when they’re in the Penta they’re in the Penta and the Penta
has its thing and it’s not emotional. Then the Penta breaks up, whatever
that is, it’s coffee break, it’s lunch break, it’s this and that and you see a
number of them going in one direction and two of them walk off in sort
of the same direction and all of a sudden they’re yelling at each other. All
of sudden all of that whatever it is can come to the surface.

So, this person needs to be aware of the emotional pressure that they’re
under; and not that the emotional pressure is blamed on others, but simply
for them to begin to grasp that. Again, understand how much more
hands-on management you have to do when you have a Manifestor. They
are not an ideal member of a Penta. If you’re engineering—I’m a
Manifestor so I know of what I speak—a Penta and you’ve got a choice
between a qualified Projector and a qualified Manifestor, take the
Projector, it’s a lot less work. And you can see right away that this
particular Manifestor, this is work.

Of course, if you don’t work with them they’ve got the illusion, they’re a
Manifestor after all, that they’re doing their thing. However, you will see
that sooner or later all of that explodes because the Penta’s thing becomes
their thing and they end up misrepresenting it. It just all ends up with
problems.

The Price Point

Counseling, the kinds of insight that we have with the tools that we have
is enormously revealing to a client. It’s the kind of detail they never
imagined having. There are two things about this. One is the price point.
It is very, very clear to me that this is enormously valuable knowledge
and it is also copy written knowledge. This is not Human Design. I am
not about to put all the information about BG5 on the website for free so
that everybody can learn how to do this. Quite frankly, it would not work
in that way. This has to work in relationship to the environment that it
serves.

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It is clear to me that our job with a client is to interpret the knowledge
that we have and not to teach it. This is something that’s very important.
In the way in which we will present the knowledge to the client is that
what they’re being presented is an interpretation of the material. That’s
what they’re given. Not how, in that sense, it is done. And I don’t mean
that a lot of you will meet people out of having their Human Design done
and there’s no harm in them understanding that it is obviously related to
all of that. But I think that it’s very, very important that you treat the
knowledge as a very powerful resource that needs to be protected.

Presentation of the Knowledge

The other thing is that the moment you educate a client they no longer
have any need for you. You’re the one that invested your time and your
energy to be trained and the many years involved in the process before
that in Design and all of these things. And to go into a client and spill the
beans while you’re doing their AlphaOne don’t be surprised that they
don’t call you back and they’re spending all of their time trying to figure
it all out themselves, and it’s not that complex that you’ve got to be a
genius.

So, this is something that’s important. And I want you to be very careful
about the way in which you present the knowledge. The graphs that
we’re using, the technology that you will have access to in the computer
program this is for your private use as a licensed representative of the
organization, of the whole BG5 construct. But it’s not something for the
client.

In the third semester I want to be able to give you a complete rounded

package and talk about how this is presented. And I will give you forms,
in a sense that we are slowly going to computerize so that you can give
written presentations to your clients that use all of the right language,
provide all kinds of nice little graphs to look at, and bar charts and wheels
and all of these kinds of things, but they’re not going to be looking at
what you’re looking at right now.

This is an analytical tool. Something that I really do want to stress is that

Human Design for me, I have a responsibility to make it available to
anyone, there are so many people that have taken advantage of that
because they don’t have the resources and have a right to know their
design. But this is business. It’s really different and we have to treat it
that way. So, I really want you to protect the inner knowledge that is
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here. It’s your privilege, after all.

There are many things, in terms of counseling this person; they certainly
need to understand that success for them is something that can be very
easy as long as they’re willing to go along with whatever the construct is.
This is the whole key. It’s like the manager understanding that the
Manifestor is given its power, yet at the same time it needs to submit to
the alpha’s authority by informing the alpha. And of course, that gives
the alpha the opportunity to say, “Well, I don’t think you should do this.
This isn’t great. Let’s discuss it and whatever the case may be.” Again,
it’s not a preference point.

45/21’s have a terrible, terrible, terrible time on the material plane, unless
they’re very lucky and normally that is that they have wealth in their
families, they have the right connections, there are some advantages to
that, but it’s practically impossible for them to work with others. So this
is a very difficult condition. The truth is the moment I look at this being I
can see that this being is being conditioned to be a Manifesting Generator.
This is what the conditioning is here. This is what this being is going to
look for. This is the deepest and angriest of the not-selves so far that is a
part of this group.

Magic in the Penta

Again, when we get to see whether we’ve got a functional Penta or not,
magic is that the functional Penta ameliorates that. In other words, as
long as they’re all working together the power of functionality in the
Penta with proper guidance then you don’t get any of those undercurrents
that are there. But I guarantee you if there is lack of functionality then
you end up in a situation where those things are going to come to the
surface.

One of the most interesting things about Pentas when you’ve got a
functionality problem is to see this is where blame comes in. Pentas are
blame machines—blame, blame, blame, blame—and the moment you’ve
got a gap is the moment that the blaming starts. We’re going to take a
look at triggering indexes and we’re going to see how easy it is for people
in groups to crank each other up the moment that there is a gap is the
moment the blame comes out—it’s your fault, it’s their fault, the boss is
an idiot, and it goes on and on and on and on.

But if there is functionality, no gaps, and properly managed you’re going

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to have a very, very productive group despite what you have underneath.
My suspicion is that here you’re dealing with an element that is not really
suitable for group work. I doubt very much, it’s the 8/1 that carries the
power, after all. Pentas are always looking for that self-guided activity.
That self-guided modeling that takes place from the G to the Throat. It’s
very attractive to have the definition there. However, when you look at
the overall picture, when this person would come to me and say, “I’m
interested in joining a group of four other people,” I’d go, “No, don’t do
that.” That would be my first reaction. My first reaction is, “No don’t do
that, it’s not going to work for you.”

If this is somebody that is very, very loosely connected to a group,

relatively independent, it might be possible. But again, in order for them
to be productive they have to be properly guided and it’s going to be an
enormous amount of work for the alpha to actually maintain the
correctness in the Manifestor in their group. So, not to be prejudicial
against Manifestors and to put them into the same category as racial
profiling; however, when it comes to engineering, when it comes to doing
career—and I don’t want you to misunderstand something. So let me be
very clear.

Let’s say the definition was the 15/5 and not the 8/1 it’s quite different. It
would be quite different. This would be somebody who would need
direction, and of course that’s built in. If you’re coming from the lower
half being directed is part of the game and there may be much more
possibility, in that sense, because there is the generating capacity, much
more of a kinship to the potential of working in a small business group.
But not in this case with the upper definition and you’re dealing with a
Manifestor on top of it. So, right off the start this for me is going to be
the weak element of what we have seen already. And again, also the
difference in terms of this is somebody who is unemotional.

{Illustration}
Kim
Now we come to number four in our group. We come to Kim. Here
we’re dealing with an emotional Generator, a pure Generator, a 3/5 split
definition. Again we have Solar Plexus authority. So, we’re beginning to
see a pattern that we have a strong emotional dynamic that is there in the
group. There’s no question about that.

We’re also dealing with the configuration, and immediately now given
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this background when you look at this configuration and you see that
you’ve got this openness that is at the top. Again, that was like the very
first one we looked at, this complete openness here. And you can see
there is no definition in this case, there is simply the hanging gates that
are there.

Only Hanging Gates

This is the kind of being that finds their place in a group, or not. What I
mean by that is that if you only have hanging gates in the Penta you never
really have a fixed place in the Penta in the sense that bringing definition
to the Penta aligns you deeply into the Penta mechanic. The hanging
gates obviously are all a conditioned field. It’s very different the quality
of involvement that hanging gates have in any Penta. In other words,
when you looked at the defined examples that are Generators they’re
much more connected to the Penta in that sense than this particular
example. And this is because there is no definition.

The other thing is you have the three hanging gates are there in the lower
parts, so we know this is somebody who is going to need direction.
However, their place in any Penta is often easily facilitated because they
bring the capacity. In other words, they bring the resource, the energy
system that the Penta needs in order to fulfill whatever vision it there.
Remember we had an earlier example of the 8/1 with the 2; here we have
an essential ingredient.

Even though this person might not naturally fit into the Penta in the sense
that they don’t bring a definition to it, that they are rewarded, in that
sense, for their involvement in the Penta because they do bring the
resource. This is somebody who often spends a lot of their money in life
trying to invest in being something up here. “I’m doing this job,” the
typical waitress or waiter, “I’m actually an actor, but this is what I’m
doing right now.” It’s very much this quality that is there in this kind of
configuration where there’s always this fantasy about what’s not there.

They end up taking their 14 resource capacity, it doesn’t mean they’re

rich; by the way, it simply means that within the context of the Penta they
bring the potential of wealth, and they bring the flow of capital and all of
those things. It is a special gift. But for them, as a being on their own,
they’re looking for this up here. They want to be this thing or that thing
or the other thing. They want to be in control, they want to have their
role.
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It’s like the people down here normally don’t get their name on a plaque
in the parking lot. And the people up here always end up with that name
on the plaque. You know, Joe Smith, Manager, or whatever it is. It’s a
metaphor in that sense. They want to get that identification. They want
to be the ones that are seen. They want to be the ones that carry the
responsibilities and think that they are going to be able to earn more
money. So they end up spending all this money on all of that stuff and
that’s not the point for them, it never will be.

Difference between Lower and Upper Pentagram

Again, it’s this incredible difference between whether you are lower
Pentagram or upper Pentagram. If you’re lower Pentagram the career has
to find you. If you’re upper Pentagram you have to go looking for your
career. And they’re very different things. That is, not so much looking
for the career as specializing in having the career come to you, because
that’s more correct in terms of using the language properly. If you’re a
Generator and you’re defined up here, it’s so essential to understand that
the specialization that you take is a response and the potential or the
opportunities in the career will come as a result of that response.

You have a window now of being able to separate people in a Penta into
two very essential groups for management purposes. In other words, you
have a lower group in which direction is always necessary. You have an
upper group in which role definition is very necessary. These are the two
aspects. Now think about something interesting. All five of these people,
let’s take the example that they do exactly the same job. It’s not like
they’re going to take on administrative public relations oversight roles.
As a matter of fact, that terminology within the Penta is only appropriate
when we’re talking about a Penta that’s either a 3 or a 4. But the moment
that you have a Penta that’s a 5 you automatically need an alpha, and you
automatically enter into this—all of the management is coming from the
outside.

So, you have five people doing exactly the same job, but the ones that are
down here have to be directed all the time. And the ones that are up here
have to be reminded of their roles, nothing more, they direct themselves.
And yet, they’re all doing the same job. As a manager, if you do that and
you do it correctly because you can deal with them correctly, then
everything is fine. But to really understand how odd that can be in some
circumstances, and basically what it means is that—think about all the
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bosses, the employers, the managers that complain about how much
attention they have to pay to this person and that person and they blame
them for it and they think they’re lesser of value for it and they would
like to replace them because of it.

This is not a problem that they need attention. It is simply understanding

they need to be guided if you want full productivity, if you want a return
on what you are doing and you want the best and highest possible quality
then what you’re going to have to do is that you’re going to have to work
hands-on with these lower Pentagram people and you’re going to have to
give very clear role direction, role thematics to these people at the upper
end. It’s just the way that it is.

It’s not these ones down here make less of a contribution, they don’t. The
essential power and value of Penta work is based on what is in the lower
Pentagram. But they have to be treated differently. You can see the way
that managers work that they don’t do that. Not only that they put a
negative on this and a positive on this. Then they expect everybody here
to be like this. And it doesn’t work. And when everybody is expected to
be like this and they’re all living out roles and they’re not taking any
direction and only bringing their own it’s a mess.

3rd Line Beings in a Penta

Our gift is to be able to see not only how somebody fits into a Penta, but
how that person can be dealt with. And hey, you’ve got a 3. The moment
that you’ve got a 3rd line being that’s in a Penta then you know that if
anything is going to wrong it will. They’re going to make mistakes. Not
only are they going to make mistakes, but if you don’t get that you’re
going to lose the most valuable employee that you have. It’s one of the
most incredible things about 3rd line beings.

So, let’s say you’re dealing with this being and obviously they need
direction so you give them direction, and you give them direction in
relationship to them being an emotional Generator. They enter into it,
they enter into correctly and it fucks up. Whatever it is it goes wrong.
The fact that you gave them the direction and they responded correctly
and they followed through and that it didn’t work the alpha has to see that
they’d better find out why because finding out why they’re going to have
to change it because it doesn’t work. They don’t want to do that again,
and repeat it and waste the energy on it. In that lies the potential of being
able to discover, to be able to discover another way of doing it, to be able
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to discover a hidden value in it, whatever the case may be.

So having a 3rd line employee there are moments where it is really

upsetting, there’s no question about that. I have been through that
process, I do understand. And yet, I have never been disappointed in my
overall investment in 3rd line people that have worked with me. I have
always gotten my reward from them. Yes, you go through this and that
and whatever the case may be.

So, here is somebody that not only is it a 3rd line personality, but they’ve
got a 5th line unconscious. So when it comes to a gap they’re the ones
that are really going to draw suspicion. It’s typical of the 5th line.
There‘s always the projection on them from the others that they’re not
doing as much as they could. Again, it is their reputation that is
automatically going to be attacked. And when they get things wrong
there are others that are ready to jump in and blame them and tell them
how they have to fix it, change it, and make it better, and all of these
various things.

It’s truly about seeing the limitation everybody has. This is life.
Everybody has a limitation. Everybody brings only certain things to the
table. But here’s somebody that brings something of great value to the
table. They’re bringing the 14 to the table. And it is an essential element
to the success of the Penta. And from the point of view of the alpha, the
alpha has to look at this being and say, “Yes, I have to give them a lot of
attention. But the more attention that I give them the better they’re going
to be. And the better that everything else is going to be.”

It is this awareness of how beings actually function, knowing their

mechanics, seeing their working profile so that you have a sense of them.
This is all about what is your prep—being able to go through each of the
people that are involved and getting a feel for them, getting a sense of not
only how they fit into the Penta, but how they need to be dealt with.
What is the way that you deal with them? This is somebody who is
immediately put at ease by being allowed to know that they can make
mistakes and they’re not going to lose their job.

Any 3rd line being that you’re going to work with, if you’re going to be an
alpha and you’re going to deal with the Pentas that have 3rd line beings in
them, boy let them know right away because you don’t want them to hide
it. You don’t want them to try to fudge it over. You don’t want them to
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try to pretend it’s working when it’s not. And you want to take advantage
of their skills. You want to take advantage of their capacity to be able to
discover. They’re material beings, after all. Third line beings are good
for any business.

{Illustration}
Peggy
This is Peggy, and we have another 3/5, and we have our first Projector in
the group. It’s an interesting group with two emotional Manifesting
Generators, one pure emotional Generator, an ego Manifestor, and here
we are looking at a split definition Projector and a 43/23. Again, you’re
dealing with another 3rd line Personality. Again, someone that can be put
at ease by understanding that it’s ok to make mistakes. And you’re
dealing with an 18/58. So you’re dealing with an enormous critical
capacity. If you put an 18/58 together with a 3 rd line there is a
tremendous ability to be able to evolve, in that sense, to grow through
mistakes rather than to fail through mistakes.

Undefined G Center
In looking at the definition we do have something different here in that
we’re dealing with an undefined G. The moment that you have anyone in
a Penta that brings a undefined G you know right away that if they
haven’t entered into the environment correctly, if it’s not the right place
for them sooner or later this is going to be a problem. Place means
everything. After all, if they’re not in the right place, then the people that
they’re with in the Penta are not the right people for them.

One of the things for the alpha to be very aware of in dealing with this
person is to make sure that they are the ones that are content with the
environment, that they enjoy the physical environment. And particularly,
if you’re going to change things in the physical environment, redecorate
or move or any of these things, to make sure that this person is
comfortable with that in the sense that they have a chance to be prepared
for it. And if they don’t like it, it’s a problem. This is really something to
grasp.

Undefined G’s you’re right away caught in the dilemma of is it the right
place, and if it’s not the right place then you’ve got somebody who is
working with the wrong people. For them, at a personal level, I’m not
talking about the Penta now, I’m just talking about them personally, boy,
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that’s not the right place for them to be. So, they need to be invited to
comment on their physical environment and to make sure that they’re
comfortable with their physical environment.

Here you’re looking at somebody who has more strength in the upper part
of the PentaGraph than in the lower part of the PentaGraph. You have the
46 that’s sitting there, but you also have the 33, the 1, and the 7. So you
have somebody who has a natural inclination towards the role aspects.
And yet, there is no definition. It’s not like the alpha can simply give
them the thematic of their role. It can invite them to grow into a certain
role. This is something that’s very important.

Projectors
Projectors are non-energy types. And they make enormous contributions
to groups. Yet, at the same time they cannot be pushed as fast. They
cannot be simply handed a burden. The burden has to grow. They have
to develop towards the burden; in the case of the 3 rd line being, this
adaptation to taking on more and more of the role of giving themselves
direction. However, again, it’s not something that just be given to them.
This is the difference between simply having hanging gates and having
definition in these two different areas.

But at the same time, because the themes are here, the majority of them,
it’s very important this person doesn’t feel like they’re being treated like
a lower PentaGraph being. In other words, you can’t constantly be
directing them, they will because they have an undefined ego and so forth
and so on, they will get upset at some point that they’re being considered
an idiot or whatever the case may be. I think this is the Cross of
Explanation, so this is somebody that needs to feel like that they are
growing in their work.

This is one of the keys of being able to work with Projectors within
Pentas. The Projector gift is the mastery of things, mastery of systems,
basically. But it’s not like it takes a moment. They need to really learn
their job, they need to do it, they need experience it, they need to go
through the process, they need to study it, and they need to understand the
responsibilities. They go through that whole process.

If you have patience with them, because it’s not about immediate high
productivity, you really have to nurture their need to be able to grasp
what’s going on and only give them responsibilities as they are ready for
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them. So, the key with Projectors is not so much the invitation as the
formality of the requesting. It’s the formality. They really need to be
approached with that specific dignity. “I was thinking that maybe you
could take on the possibility of doing this. And I thought that maybe you
could work yourself up to that by doing this first and later we’ll look at
doing the next thing.” This is ideal for the Projector.

BG5 Analyst and Engineer Carries Many Different Skills

I hope what you get from today’s class is that your role as a BG5 analyst
and engineer carries with it many, many different skills. They’re really
different skills. It’s not simply about doing the business analysis from the
point of view of analyzing the Penta. It is about being able to do business
analysis; it’s about being able to engineer the Penta. It is about being
able to train the alpha so that the alpha can manage the business correctly.
So not only are we involved being able to do business analysis, but we
can provide management training specifically to the techniques that we
are using and the mechanics that we understand so that we are providing
a very, very broad service.

Most small business people do no know how to manage. They don’t

know how to manage the people that are employed by them. Not
everybody is simply born with those kinds of things. One of our jobs is
to be able to offer an AlphaOne management training. This is going to be
one of the trainings that you will be able to offer at the end of this
program so that when you’re dealing with an AlphaOne and you’re
dealing with a situation where you’re working with a Penta, you have the
opportunity then to provide separately a training for whoever is going to
be manager, who is going to be the alpha.

Of course, this not only adds to your revenue as a professional, but it also
enhances your reputation in terms of the work you’re going to do. You’re
not simply saying, “Ok, this is the way it is, and this is the way that it
works.” You’re also providing the business with the skills necessary to
bring the highest possible potential out of the group. That’s a win-win for
everybody. That is one of those situations that that’s what we’re here to
offer in terms of the services that we can provide.

In looking at these five beings you already have a taste of the kind of
group that we’re looking at. It is so helpful to take your time and go
through the journey of just looking at each of them. It just takes an
overview; it doesn’t have to be some kind of extraordinary depth unless
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you see lines that particularly intrigue you. It is just about breathing them
in. I don’t know who it is, but I think it’s the Masai in Africa, that they’re
terrified every time somebody wants to take a picture of them, afraid of
having their soul captured. You really capture the essence of a being
when you look at their design.

It’s very important for you to have a feel for these beings before you see
them in the Penta. It’s like what I used to tell people about Human
Design charts that in the early years when we were all into Grade One
coloring bookwork where we had to color in all of these charts, it was
extraordinary to color in the unconscious first and contemplate it. And
then put in the Personality and see what happens. It is very revealing.

So don’t rush to see the Penta. The first thing is look at the beings, get a
feel for them, and get a feel for how they have to be dealt with. Get a feel
for who is going to need attention and who isn’t. Get a feel for those that
may be a problem and those that are a great benefit. Get a feel for them
just from looking at them individuality. This will really set you up for
being able to grasp what happens when you see the Penta itself. And
your ability then to be able to work with whoever it is, the alpha that
you’re dealing with, to be able to describe the nature of these beings in
language that is simple, clear and direct that describes their value, their
limitation, the way they need to be managed, and so forth and so on.

So, this is the first step. The working profile synthesize with Design
overview.

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