Wiki source code of Workplace Culture
Last modified by Robert Schaub on 2026/02/08 08:29
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1.1 | 1 | = Workplace Culture = |
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1.2 | 2 | |
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1.1 | 3 | **How we work together to build FactHarbor.** |
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1.2 | 4 | |
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1.1 | 5 | == 1. Our Inspiration == |
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1.2 | 6 | |
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1.1 | 7 | FactHarbor's workplace culture draws from three complementary sources: |
| 8 | **Best Workplace Blueprint** (Schaub Group): | ||
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1.2 | 9 | |
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1.1 | 10 | * User-centered collaboration |
| 11 | * Empowered, self-organizing teams | ||
| 12 | * Iterative improvement | ||
| 13 | * Enabling leadership | ||
| 14 | * Experimentation and learning | ||
| 15 | * Transparency and trust | ||
| 16 | **Sociocracy 3.0**: | ||
| 17 | * Consent-based decisions | ||
| 18 | * Clear domains | ||
| 19 | * Empirical approach | ||
| 20 | * Continuous improvement | ||
| 21 | * Equivalence | ||
| 22 | * Accountability | ||
| 23 | **AI-First Philosophy**: | ||
| 24 | * Automation over bureaucracy | ||
| 25 | * Systems thinking | ||
| 26 | * Metrics-driven improvement | ||
| 27 | * Scale through code | ||
| 28 | **Together**: A collaborative, transparent, learning culture that enables both humans and AI to thrive. | ||
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1.2 | 29 | |
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1.1 | 30 | == 2. We Engage with Our Users == |
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1.2 | 31 | |
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1.1 | 32 | **From BWB**: "We connect with users and empathize with them, listen to their needs, and learn from their insights." |
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1.2 | 33 | |
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1.1 | 34 | === 2.1 FactHarbor Application === |
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1.2 | 35 | |
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1.1 | 36 | **Our users**: |
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1.2 | 37 | |
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1.1 | 38 | * Internal: Contributors, moderators, team members |
| 39 | * External: Claim submitters, information seekers, researchers, journalists | ||
| 40 | **How we engage**: | ||
| 41 | * ✅ User feedback continuously monitored (helpful/unhelpful ratings) | ||
| 42 | * ✅ Community forums for discussion | ||
| 43 | * ✅ Regular user surveys | ||
| 44 | * ✅ Feedback loops inform system improvements | ||
| 45 | * ✅ Transparent communication about changes | ||
| 46 | * ✅ Public roadmap | ||
| 47 | **User journey consideration**: | ||
| 48 | * Claim submission → AKEL processing → Verdict → Evidence exploration | ||
| 49 | * Every step designed for clarity and trust | ||
| 50 | * User privacy prioritized | ||
| 51 | * Accessibility important | ||
| 52 | **User-driven improvement**: | ||
| 53 | * User feedback patterns → System improvements (not ad-hoc fixes) | ||
| 54 | * Example: "Users find evidence unclear" → Improve evidence presentation algorithm | ||
| 55 | * Example: "Users confused by confidence scores" → Better explanation system | ||
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1.2 | 56 | |
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1.1 | 57 | === 2.2 Internal Users (Contributors) === |
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1.2 | 58 | |
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1.1 | 59 | **We support contributors**: |
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1.2 | 60 | |
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1.1 | 61 | * Clear onboarding documentation |
| 62 | * Welcoming community | ||
| 63 | * Responsive to questions | ||
| 64 | * Recognize contributions | ||
| 65 | * Safe to experiment and learn | ||
| 66 | **We learn from contributors**: | ||
| 67 | * RFC feedback shapes decisions | ||
| 68 | * Community insights improve processes | ||
| 69 | * Diverse perspectives strengthen the system | ||
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1.2 | 70 | |
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1.1 | 71 | == 3. We Build Networks of Empowered Teams == |
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1.2 | 72 | |
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1.1 | 73 | **From BWB**: "Teams self-organize and wield decision-making power... Networks of teams align around shared strategic goals with agreed priorities." |
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1.2 | 74 | |
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1.1 | 75 | === 3.1 FactHarbor Application === |
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1.2 | 76 | |
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1.1 | 77 | **Self-organizing within domains**: |
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1.2 | 78 | |
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1.1 | 79 | * Technical Coordinator: Autonomous over AKEL performance |
| 80 | * Community Coordinator: Autonomous over community processes | ||
| 81 | * Moderators: Autonomous in handling flagged items | ||
| 82 | **Decision-making power** (see [[Consent-Based Decision Making>>FactHarbor.Organisation.How-We-Work-Together.Consent-Based-Decision-Making]]): | ||
| 83 | * Consent-based decisions for system changes | ||
| 84 | * No hierarchy - decisions by domain expertise | ||
| 85 | * Clear escalation for cross-domain issues | ||
| 86 | **Empowerment through**: | ||
| 87 | * Clear domain boundaries (S3 pattern) | ||
| 88 | * Authority to make decisions within domain | ||
| 89 | * Support and resources to succeed | ||
| 90 | * Trust by default | ||
| 91 | **Networks alignment**: | ||
| 92 | * Shared goal: Make FactHarbor's claim evaluation excellent | ||
| 93 | * Regular coordination meetings | ||
| 94 | * Cross-domain collaboration on complex issues | ||
| 95 | * Transparent decision documentation | ||
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1.2 | 96 | |
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1.1 | 97 | === 3.2 Ownership and Accountability === |
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1.2 | 98 | |
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1.1 | 99 | **Team members own outcomes**: |
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1.2 | 100 | |
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1.1 | 101 | * Technical Coordinator accountable for AKEL performance metrics |
| 102 | * Community Coordinator accountable for contributor satisfaction | ||
| 103 | * Moderators accountable for healthy community | ||
| 104 | **Recognition for achievements**: | ||
| 105 | * Public recognition of contributions | ||
| 106 | * Performance metrics show impact | ||
| 107 | * Success celebrated as team achievement | ||
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1.2 | 108 | |
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1.1 | 109 | === 3.3 Small, Focused Team === |
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1.2 | 110 | |
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1.1 | 111 | **By design**: full-timeE + part-time moderators |
| 112 | **Why small?** | ||
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1.2 | 113 | |
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1.1 | 114 | * Automation does most work |
| 115 | * Less coordination overhead | ||
| 116 | * Clearer communication | ||
| 117 | * Each person's impact visible | ||
| 118 | **Scaling through**: | ||
| 119 | * Better algorithms (not more people) | ||
| 120 | * Improved processes | ||
| 121 | * Community contributions | ||
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1.2 | 122 | |
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1.1 | 123 | == 4. We Work in Iterations == |
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1.2 | 124 | |
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1.1 | 125 | **From BWB**: "We operate in iterative cycles, allowing us to make early adjustments and minimize the risk and impact of errors." |
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1.2 | 126 | |
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1.1 | 127 | === 4.1 FactHarbor Application === |
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1.2 | 128 | |
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1.1 | 129 | **Sprint cycles** (2 weeks): |
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1.2 | 130 | |
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1.1 | 131 | * Select improvement priorities |
| 132 | * Implement and test | ||
| 133 | * Review and retrospect | ||
| 134 | * Adjust and iterate | ||
| 135 | **Feedback loops** (see [[Continuous Improvement>>FactHarbor.Organisation.How-We-Work-Together.Continuous-Improvement]]): | ||
| 136 | * Daily: Monitor metrics | ||
| 137 | * Weekly: Review trends | ||
| 138 | * Monthly: Comprehensive analysis | ||
| 139 | * Quarterly: Strategic review | ||
| 140 | **Early adjustments**: | ||
| 141 | * Canary deployments (1% → 5% → 25% → 100%) | ||
| 142 | * Quick rollback if issues | ||
| 143 | * A/B testing for validation | ||
| 144 | * Frequent small changes > big releases | ||
| 145 | **Quality embedded in every increment**: | ||
| 146 | * Automated testing | ||
| 147 | * Code review | ||
| 148 | * Performance validation | ||
| 149 | * Metrics monitoring | ||
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1.2 | 150 | |
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1.1 | 151 | === 4.2 Learning from Errors === |
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1.2 | 152 | |
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1.1 | 153 | **Errors are learning opportunities**: |
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1.2 | 154 | |
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1.1 | 155 | * Blameless retrospectives |
| 156 | * Document what went wrong | ||
| 157 | * Identify systematic causes | ||
| 158 | * Improve to prevent recurrence | ||
| 159 | **Safe to fail**: | ||
| 160 | * Test environments for experimentation | ||
| 161 | * Rollback plans for all changes | ||
| 162 | * Low-risk experimentation encouraged | ||
| 163 | * Failures documented and shared | ||
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1.2 | 164 | |
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1.1 | 165 | == 5. We Are Visionary Leaders and Enablers == |
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1.2 | 166 | |
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1.1 | 167 | **From BWB**: "Leaders create an enabling environment, removing impediments and empowering individuals and teams to self-organize... viewing failure and mistakes as opportunities for continuous growth and learning." |
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1.2 | 168 | |
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1.1 | 169 | === 5.1 FactHarbor Application === |
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1.2 | 170 | |
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1.1 | 171 | **Enabling environment**: |
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1.2 | 172 | |
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1.1 | 173 | * Clear documentation and onboarding |
| 174 | * Tools and infrastructure provided | ||
| 175 | * Support readily available | ||
| 176 | * Resources allocated appropriately | ||
| 177 | **Removing impediments**: | ||
| 178 | * Technical Coordinator: Removes technical blockers | ||
| 179 | * Community Coordinator: Removes process blockers | ||
| 180 | * Governing Team: Removes strategic/policy blockers | ||
| 181 | **Empowerment through clarity**: | ||
| 182 | * Clear domains (S3 pattern) | ||
| 183 | * Clear decision processes | ||
| 184 | * Clear success metrics | ||
| 185 | * Clear escalation paths | ||
| 186 | **Psychological safety**: | ||
| 187 | * ✅ Safe to ask questions | ||
| 188 | * ✅ Safe to admit mistakes | ||
| 189 | * ✅ Safe to disagree (with data) | ||
| 190 | * ✅ Safe to experiment | ||
| 191 | * ✅ Safe to fail (and learn) | ||
| 192 | **Not safe**: | ||
| 193 | * ❌ Harassment or discrimination | ||
| 194 | * ❌ Ignoring feedback | ||
| 195 | * ❌ Circumventing processes for convenience | ||
| 196 | * ❌ Hiding problems | ||
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1.2 | 197 | |
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1.1 | 198 | === 5.2 Leadership Philosophy === |
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1.2 | 199 | |
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1.1 | 200 | **Leadership is service**: |
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1.2 | 201 | |
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1.1 | 202 | * Leaders serve the team |
| 203 | * Leaders remove obstacles | ||
| 204 | * Leaders enable success | ||
| 205 | * Leaders develop people | ||
| 206 | **Not command-and-control**: | ||
| 207 | * No "my way or highway" | ||
| 208 | * No hoarding information | ||
| 209 | * No blame culture | ||
| 210 | * No micromanagement | ||
| 211 | **"Go to Gemba"** (BWB principle): | ||
| 212 | * Leaders actively observe work | ||
| 213 | * Understand challenges firsthand | ||
| 214 | * Learn from doing | ||
| 215 | * Coach and support | ||
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1.2 | 216 | |
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1.1 | 217 | === 5.3 Continuous Growth and Learning === |
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1.2 | 218 | |
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1.1 | 219 | **Individual growth**: |
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1.2 | 220 | |
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1.1 | 221 | * Learn new technologies |
| 222 | * Develop new skills | ||
| 223 | * Expand domain knowledge | ||
| 224 | * Take on stretch challenges | ||
| 225 | **Team learning**: | ||
| 226 | * Retrospectives | ||
| 227 | * Knowledge sharing | ||
| 228 | * Documentation | ||
| 229 | * Mentoring | ||
| 230 | **Organizational learning**: | ||
| 231 | * System improvements documented | ||
| 232 | * Failures analyzed | ||
| 233 | * Successes replicated | ||
| 234 | * Knowledge base maintained | ||
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1.2 | 235 | |
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1.1 | 236 | == 6. We Foster Change == |
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1.2 | 237 | |
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1.1 | 238 | **From BWB**: "We create environments that encourage experimentation and hypothesis exploration. We embrace changes grounded in evidence and tested hypotheses." |
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1.2 | 239 | |
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1.1 | 240 | === 6.1 FactHarbor Application === |
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1.2 | 241 | |
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1.1 | 242 | **Experimentation encouraged**: |
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1.2 | 243 | |
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1.1 | 244 | * RFC process enables anyone to propose |
| 245 | * Test environments available | ||
| 246 | * A/B testing supported | ||
| 247 | * "Good enough for now, safe enough to try" | ||
| 248 | **Evidence-based change**: | ||
| 249 | * Measure before and after | ||
| 250 | * Data drives decisions | ||
| 251 | * Hypotheses tested, not assumed | ||
| 252 | * Metrics validate success | ||
| 253 | **Change process**: | ||
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1.2 | 254 | |
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1.1 | 255 | 1. Identify issue (data-driven) |
| 256 | 2. Hypothesize solution | ||
| 257 | 3. Design experiment | ||
| 258 | 4. Test thoroughly | ||
| 259 | 5. Deploy gradually | ||
| 260 | 6. Measure impact | ||
| 261 | 7. Learn and iterate | ||
| 262 | **Not change for change's sake**: | ||
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1.2 | 263 | |
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1.1 | 264 | * Clear problem being solved |
| 265 | * Expected improvement defined | ||
| 266 | * Success measurable | ||
| 267 | * Rollback if unsuccessful | ||
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1.2 | 268 | |
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1.1 | 269 | === 6.2 Innovation Culture === |
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1.2 | 270 | |
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1.1 | 271 | **Encourage**: |
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1.2 | 272 | |
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1.1 | 273 | * ✅ Trying new approaches |
| 274 | * ✅ Challenging assumptions | ||
| 275 | * ✅ Learning from other domains | ||
| 276 | * ✅ Cross-pollinating ideas | ||
| 277 | **But maintain**: | ||
| 278 | * ✅ Testing before deployment | ||
| 279 | * ✅ Measuring impact | ||
| 280 | * ✅ Documentation | ||
| 281 | * ✅ Code quality | ||
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1.2 | 282 | |
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1.1 | 283 | === 6.3 Adaptation === |
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1.2 | 284 | |
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1.1 | 285 | **System adapts to**: |
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1.2 | 286 | |
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1.1 | 287 | * New domains (medical, legal, etc.) |
| 288 | * New evidence types | ||
| 289 | * New attack vectors | ||
| 290 | * User needs | ||
| 291 | * Scale requirements | ||
| 292 | **Culture of adaptation**: | ||
| 293 | * Nothing is sacred (except principles) | ||
| 294 | * Processes evolve | ||
| 295 | * Tools change | ||
| 296 | * Structures adapt | ||
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1.2 | 297 | |
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1.1 | 298 | == 7. We Practice Transparency and Build Trust == |
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1.2 | 299 | |
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1.1 | 300 | **From BWB**: "We actively share information... We proactively communicate about the fulfillment of our promises and commitments... We recognize our limitations and mistakes and persistently strive for improvement." |
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1.2 | 301 | |
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1.1 | 302 | === 7.1 FactHarbor Application === |
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1.2 | 303 | |
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1.1 | 304 | **Transparency in decisions**: |
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1.2 | 305 | |
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1.1 | 306 | * Decision records documented |
| 307 | * Rationale explained | ||
| 308 | * Trade-offs acknowledged | ||
| 309 | * Open to questions | ||
| 310 | **Transparency in metrics** (see [[System Performance Metrics>>FactHarbor.Specification.System-Performance-Metrics]]): | ||
| 311 | * Performance dashboards public | ||
| 312 | * Success/failure metrics visible | ||
| 313 | * Improvement progress tracked | ||
| 314 | * Problems acknowledged | ||
| 315 | **Transparency in code**: | ||
| 316 | * Open source (where possible) | ||
| 317 | * Algorithm parameters documented | ||
| 318 | * Changes tracked in git | ||
| 319 | * Auditable by anyone | ||
| 320 | **Transparency in governance**: | ||
| 321 | * Governance structure documented | ||
| 322 | * Meeting minutes published | ||
| 323 | * Policies openly accessible | ||
| 324 | * Decision processes clear | ||
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1.2 | 325 | |
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1.1 | 326 | === 7.2 Communication === |
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1.2 | 327 | |
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1.1 | 328 | **Proactive communication**: |
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1.2 | 329 | |
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1.1 | 330 | * Regular updates on progress |
| 331 | * Advance notice of changes | ||
| 332 | * Explanation of decisions | ||
| 333 | * Status of commitments | ||
| 334 | **Honest communication**: | ||
| 335 | * Acknowledge limitations | ||
| 336 | * Admit mistakes openly | ||
| 337 | * Share both successes and failures | ||
| 338 | * Don't hide problems | ||
| 339 | **Responsive communication**: | ||
| 340 | * Answer questions promptly | ||
| 341 | * Engage with feedback | ||
| 342 | * Clarify misunderstandings | ||
| 343 | * Address concerns | ||
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1.2 | 344 | |
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1.1 | 345 | === 7.3 Trust Building === |
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1.2 | 346 | |
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1.1 | 347 | **Trust through**: |
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1.2 | 348 | |
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1.1 | 349 | * ✅ Consistent behavior |
| 350 | * ✅ Keeping commitments | ||
| 351 | * ✅ Admitting mistakes | ||
| 352 | * ✅ Sharing information | ||
| 353 | * ✅ Including people in decisions | ||
| 354 | * ✅ Demonstrating competence | ||
| 355 | **Trust eroded by**: | ||
| 356 | * ❌ Hiding information | ||
| 357 | * ❌ Breaking commitments | ||
| 358 | * ❌ Blaming others | ||
| 359 | * ❌ Inconsistent decisions | ||
| 360 | * ❌ Ignoring feedback | ||
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1.2 | 361 | |
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1.1 | 362 | == 8. Integrating All Three Frameworks == |
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1.2 | 363 | |
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1.1 | 364 | === 8.1 How They Complement === |
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1.2 | 365 | |
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1.1 | 366 | **Best Workplace Blueprint** provides: |
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1.2 | 367 | |
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1.1 | 368 | * Human-centered values |
| 369 | * Leadership principles | ||
| 370 | * Cultural practices | ||
| 371 | **Sociocracy 3.0** provides: | ||
| 372 | * Decision-making patterns | ||
| 373 | * Organizational structures | ||
| 374 | * Governance frameworks | ||
| 375 | **AI-First Philosophy** provides: | ||
| 376 | * Automation principles | ||
| 377 | * Scalability approach | ||
| 378 | * Systems thinking | ||
| 379 | **Together**: Culture + Patterns + Technology = Effective Organization | ||
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1.2 | 380 | |
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1.1 | 381 | === 8.2 Practical Example === |
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1.2 | 382 | |
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1.1 | 383 | **Scenario**: AKEL processing time increasing |
| 384 | **BWB perspective**: | ||
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1.2 | 385 | |
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1.1 | 386 | * Engage users: Check if users experiencing delays |
| 387 | * Work iteratively: Quick fixes first, then systematic | ||
| 388 | * Transparency: Communicate problem and progress | ||
| 389 | * Learning: What can we learn from this? | ||
| 390 | **S3 perspective**: | ||
| 391 | * Domain clarity: Technical Coordinator owns this | ||
| 392 | * Consent decision: Proposed solution needs team consent | ||
| 393 | * Empiricism: Test solutions, measure impact | ||
| 394 | * Continuous improvement: Part of ongoing cycle | ||
| 395 | **AI-First perspective**: | ||
| 396 | * Fix the system: Optimize algorithm, not override | ||
| 397 | * Metrics-driven: What metrics show the problem? | ||
| 398 | * Automation: Solution must scale | ||
| 399 | * Monitor: Watch metrics after fix | ||
| 400 | **Result**: Comprehensive, principled approach to problem-solving. | ||
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1.2 | 401 | |
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1.1 | 402 | == 9. Working Remotely (Future) == |
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1.2 | 403 | |
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1.1 | 404 | **FactHarbor may operate as remote-first or hybrid organization.** |
| 405 | **BWB principles applied remotely**: | ||
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1.2 | 406 | |
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1.1 | 407 | * Engagement: Video calls, async communication |
| 408 | * Empowerment: Trust-based work | ||
| 409 | * Iterations: Sprint structure works remotely | ||
| 410 | * Transparency: Even more important when distributed | ||
| 411 | * Change: Remote tools and processes | ||
| 412 | **Best practices** (to be developed as team grows): | ||
| 413 | * Documented communication preferred | ||
| 414 | * Overlap hours for collaboration | ||
| 415 | * Async-first with sync as needed | ||
| 416 | * Regular video check-ins | ||
| 417 | * Virtual retrospectives | ||
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1.2 | 418 | |
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1.1 | 419 | == 10. Living Document == |
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1.2 | 420 | |
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1.1 | 421 | **This culture page evolves**: |
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1.2 | 422 | |
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1.1 | 423 | * Quarterly review: Does this reflect reality? |
| 424 | * Feedback welcome: Suggest improvements | ||
| 425 | * Updated as we learn: Culture grows with us | ||
| 426 | **Culture is practiced, not proclaimed**: | ||
| 427 | * These aren't just words | ||
| 428 | * Actions matter more than statements | ||
| 429 | * Everyone accountable for culture | ||
| 430 | * Leaders exemplify these values | ||
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1.2 | 431 | |
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1.1 | 432 | == 11. For New Team Members == |
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1.2 | 433 | |
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1.1 | 434 | **If you're new to FactHarbor**: |
| 435 | **Expect**: | ||
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1.2 | 436 | |
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1.1 | 437 | * Transparency in decisions and metrics |
| 438 | * Autonomy within your domain | ||
| 439 | * Support and resources | ||
| 440 | * Learning opportunities | ||
| 441 | * Safe environment for experimentation | ||
| 442 | * Data-driven decisions | ||
| 443 | * Iterative improvement | ||
| 444 | **Contribute by**: | ||
| 445 | * Asking questions | ||
| 446 | * Proposing improvements (RFCs) | ||
| 447 | * Supporting team decisions | ||
| 448 | * Sharing knowledge | ||
| 449 | * Taking ownership | ||
| 450 | * Learning continuously | ||
| 451 | * Upholding these values | ||
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1.2 | 452 | |
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1.1 | 453 | == 12. Related Pages == |
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1.2 | 454 | |
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1.1 | 455 | * [[Automation Philosophy>>FactHarbor.Organisation.Automation-Philosophy]] - Why we automate |
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1.2 | 456 | * [[Governance>>Archive.FactHarbor 2026\.02\.08.Organisation.Governance.WebHome]] - How we govern |
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1.1 | 457 | * [[Continuous Improvement>>FactHarbor.Organisation.How-We-Work-Together.Continuous-Improvement]] - How we improve |
| 458 | * [[Consent-Based Decision Making>>FactHarbor.Organisation.How-We-Work-Together.Consent-Based-Decision-Making]] - How we decide | ||
| 459 | * [[Contributor Processes>>FactHarbor.Organisation.Contributor-Processes]] - How to contribute |