Concepts
The irreducible epistemic atoms underlying the curriculum. 4,828 atoms across 8 types
Question the assumptions underlying repeated failures rather
Question the assumptions underlying repeated failures rather than just correcting actions within those assumptions.
Maintain an explicit registry of core assumptions…
Maintain an explicit registry of core assumptions with scheduled review cycles to prevent invisible obsolescence.
Measure decision latency, problem recurrence…
Measure decision latency, problem recurrence, and strategy-execution gaps as proxies for accumulated schema debt.
For personal knowledge to become organizational knowledge…
For personal knowledge to become organizational knowledge, it must change something that persists: processes, documents, policies, shared models, or tool configurations.
Translate strategic schemas into level-appropriate…
Translate strategic schemas into level-appropriate expressions that specify what the strategy means for each organizational level's daily decisions and actions, rather than repeating abstract strategy statements uniformly.
Recognize that your interpersonal behavior systematically…
Recognize that your interpersonal behavior systematically pulls specific complementary responses from others, making you a co-creator of recurring dynamics rather than a passive recipient.
Align organizational systems (goals, metrics, incentives…
Align organizational systems (goals, metrics, incentives, daily tasks) with intended schemas to propagate those schemas effectively, because experience-based schema formation dominates message-based transmission.
Express cross-functional requests in the target function's…
Express cross-functional requests in the target function's schema by identifying the isomorphism between your concern and their priorities, using their vocabulary, metrics, and quality criteria.
Create boundary objects—artifacts designed to be meaningful…
Create boundary objects—artifacts designed to be meaningful to multiple groups while supporting different interpretations—as translation infrastructure between functional schemas.
Prioritize schema interventions by cost-of-misalignment…
Prioritize schema interventions by cost-of-misalignment rather than by visibility or urgency to direct improvement efforts where they create the most value.
Model desired schemas through leadership behavior…
Model desired schemas through leadership behavior, especially in high-stakes and high-visibility situations, because leadership actions are more observed and more schema-propagating than leadership communications.
Invest in schema design as infrastructural work that shapes…
Invest in schema design as infrastructural work that shapes behavior across all organizational domains, rather than treating behavioral improvement as application-level interventions in specific areas.
Test cultural values under costly conditions where following
Test cultural values under costly conditions where following them imposes measurable penalties, because costly signals establish values as genuine rather than aspirational.
Design knowledge systems around knowledge flow (ensuring…
Design knowledge systems around knowledge flow (ensuring knowledge reaches those who need it when they need it) rather than knowledge storage volume.
Identify the specific, repeatable daily behaviors that would
Identify the specific, repeatable daily behaviors that would deposit desired cultural patterns and design cue-routine-reward loops that make those behaviors automatic.
Examine the last ten significant organizational decisions…
Examine the last ten significant organizational decisions to identify whether actual decisions aligned with stated values, paying particular attention to decisions where values conflicted with performance.
Insert a competing response at the trigger point rather…
Insert a competing response at the trigger point rather than suppressing the unwanted behavior, because suppression keeps the original response mentally active while competing responses disrupt the behavioral chain before it executes.
Identify behaviors that violate stated values…
Identify behaviors that violate stated values but are tolerated, because each tolerated violation defines the cultural floor more powerfully than any positive example sets the ceiling.
Maintain cultural boundaries most vigilantly during…
Maintain cultural boundaries most vigilantly during organizational crises, when pressure to waive enforcement is highest, because crisis enforcement establishes the floor as genuine rather than conditional.
Design physical and digital artifacts to encode desired…
Design physical and digital artifacts to encode desired cultural values through their structure and affordances, because artifacts create material conditions that make certain behaviors easier and others harder.
Triangulate cultural measurement across behavioral…
Triangulate cultural measurement across behavioral observation, perception assessment, and outcome analysis, because no single approach captures the full reality of enacted culture.
When measurement approaches diverge, use the specific…
When measurement approaches diverge, use the specific pattern of divergence to diagnose the type of cultural dysfunction rather than averaging the results.
Track decision patterns rather than decision outcomes…
Track decision patterns rather than decision outcomes to reveal operating culture, because the pattern of tradeoffs shows which values actually guide action under constraint.
Change organizational systems first and let cultural beliefs
Change organizational systems first and let cultural beliefs follow behavioral changes, rather than attempting to change beliefs through communication and waiting for behavior to align.