Principlev1

Organizational schemas should be made explicit through

Organizational schemas should be made explicit through independent elicitation across roles and levels, with convergences, divergences, and absences each providing distinct diagnostic information about alignment, conflict, and blind spots.

Why This Is a Principle

This is a principle derived from Shared mental models among group members determine what the (shared mental models determine what groups perceive and consider), Organizational culture exists at three disconnected levels: (culture exists at disconnected levels including basic assumptions), and When espoused values and basic underlying assumptions (when espoused values conflict with basic assumptions, assumptions win). It prescribes a specific method (independent elicitation) to surface implicit schemas by revealing alignment/misalignment. This is not itself an axiom (it's derived from how schemas work) and not a mere rule (it applies broadly across organizational contexts).

Source Lessons

L-1623

Making organizational schemas explicit

Surfacing and documenting the organization's shared assumptions is the first step to improving them. The practice of making schemas explicit transforms invisible forces into visible choices — choices that can be examined, tested, and deliberately maintained or revised.

Connections

Derived From (3)

AxiomShared mental models among group members determine what the AxiomOrganizational culture exists at three disconnected levels:AxiomWhen espoused values and basic underlying assumptions

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