Rank, Belts, Certificates, Licenses, Memberships, Points, Mentorship & Leadership

The Stichting Luis Daniel Maldonado Fonken applies Matrix-Q Know How for holistic strategic management of the human capital.

Our organization model provides a structure with three main pillars:

  • Team Members
  • Beneficiaries
  • Customers

CXO Program attendees may belong to any of these three study circles.

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Along the experiential gamified training program, attendees may receive points for their contributions, completion of tasks, self-study achievements, innovation or engagement, certificates, licenses, memberships and belts.

Prizes are the first benefit of receiving more points, but in principle, attendees with higher points become eligible for participation in exclusive study circles.


Certificates are given to eligible attendees that have completed a number of units of training, with focus on specific tools or applications of the know how.

Licenses are given to certified students that are eligible for a license, which will gives them the right to provide services by utilizing our know how.

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Are voluntary. The Stichting Luis Daniel Maldonado Fonken offers to its collaborators the possibility to join one of the assemblies, instruments created for purpose of communication, collaboration and information. Assembly members may participate and engage into collaboration through a democratic process.

Participation in any of the assemblies is encouraged but not mandatory. Participation means an investment of at least 9×53 min every 81 days or every season (around solstice and equinox assembly review issues of the season and close forum threads)

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The PTƟ Matrix-Q Score Card, a vectorial mathematics quantification method, which utilizes several score lines and a matrix system of assessment, generates an identification, associated to a value, which vary along time and process (experience of collaboration and communication, achievement) and is utilized for prediction and decision making. Thanks to the PTƟ Matrix-Q Score Card – Quantification of human capital value tools, is possible to generate a graph based identity of the status of development of the individual, and register its development, evolution, along the training program.


The Belts system offers 9+ levels of self-mastery for the application of PTƟ Matrix-Q Tools in two categories:

  • Inner Belt System: Only visible for trainers and belts holders.
  • Public Belt System: Visible in our directory of certified members.

For example a black belt in PTƟ Quantification of value, may be green belt in PTƟ 9EH Assessment and blue belt in PTƟ Self-management. The level of expertise for a particular tool is associated to a belt, and value generated by the score card.

According to the experience of application in real projects, reports, coaching and supervision, after evaluation, a belt will be given to the PTƟ user which represents a general overall expertise and capacity, associated to a portfolio of real experiences, references, courses, trainings and mentorship.

The following are the 9+ Belts (Sign of Capacity of Responsible Application)

  • Candidate to White belt (Intentional agreement, Self-assessment)
  • 0.White belt (Self-awareness, Self-Knowledge, Self-expression)
  • 1.Yellow belt (Self-Care, Self-Management belt)
  • 2.Blue belt (Performance & Skills belt)
  • 3.Black belt DAN I (The Primordial Art belt)
  • 4.Black belt DAN II (Matrix 9+ Holistic Strategic Management Belt)
  • 5.Black belt DAN III (The 9 Primordial Principles of Health, Happiness and Joy, belt)
  • 6.Black belt DAN IV (Traveler Belt)
  • 7.Green Belt (Matrix-Q Belt)
  • 8.Black belt DAN V (Master)
  • 9. Golden Belt (Grand-Master, master of masters)
  • 9+ Primordial Belt (Prime Master, master of grand-masters)


The Rank system is the result of the combination of the above described indicators.

A rank is given only after an evaluation process which includes application tasks or projects (according to rank level).

Rank is utilized within the organization with the purpose of definition of a chain of command which is the line of authority and responsibility along which decision making is taking place within the organization, for which CXOs roles must take responsibility of.

Regarding decision making, there is a process defined by the organization structure of the The Ɵ Foundation, which CXO candidates must complete in order to receive temporary, project or long term assignments at CXO role positions.

The chain of command at the Ɵ Foundation is based on experience, knowledge, tangible skills of responsible application and effectiveness. With focus on peace (non violence), sustainable development, quality of living, wealth generation and holistic strategic management, and the ability to practice and engage into the core operational guidelines, values and aims of the Ɵ Foundation.

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