Wiki source code of Workplace Culture
Last modified by Robert Schaub on 2025/12/18 12:03
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| author | version | line-number | content |
|---|---|---|---|
| 1 | = Workplace Culture = | ||
| 2 | **How we work together to build FactHarbor.** | ||
| 3 | == 1. Our Inspiration == | ||
| 4 | FactHarbor's workplace culture draws from three complementary sources: | ||
| 5 | **Best Workplace Blueprint** (Schaub Group): | ||
| 6 | * User-centered collaboration | ||
| 7 | * Empowered, self-organizing teams | ||
| 8 | * Iterative improvement | ||
| 9 | * Enabling leadership | ||
| 10 | * Experimentation and learning | ||
| 11 | * Transparency and trust | ||
| 12 | **Sociocracy 3.0**: | ||
| 13 | * Consent-based decisions | ||
| 14 | * Clear domains | ||
| 15 | * Empirical approach | ||
| 16 | * Continuous improvement | ||
| 17 | * Equivalence | ||
| 18 | * Accountability | ||
| 19 | **AI-First Philosophy**: | ||
| 20 | * Automation over bureaucracy | ||
| 21 | * Systems thinking | ||
| 22 | * Metrics-driven improvement | ||
| 23 | * Scale through code | ||
| 24 | **Together**: A collaborative, transparent, learning culture that enables both humans and AI to thrive. | ||
| 25 | == 2. We Engage with Our Users == | ||
| 26 | **From BWB**: "We connect with users and empathize with them, listen to their needs, and learn from their insights." | ||
| 27 | === 2.1 FactHarbor Application === | ||
| 28 | **Our users**: | ||
| 29 | * Internal: Contributors, moderators, team members | ||
| 30 | * External: Claim submitters, information seekers, researchers, journalists | ||
| 31 | **How we engage**: | ||
| 32 | * ✅ User feedback continuously monitored (helpful/unhelpful ratings) | ||
| 33 | * ✅ Community forums for discussion | ||
| 34 | * ✅ Regular user surveys | ||
| 35 | * ✅ Feedback loops inform system improvements | ||
| 36 | * ✅ Transparent communication about changes | ||
| 37 | * ✅ Public roadmap | ||
| 38 | **User journey consideration**: | ||
| 39 | * Claim submission → AKEL processing → Verdict → Evidence exploration | ||
| 40 | * Every step designed for clarity and trust | ||
| 41 | * User privacy prioritized | ||
| 42 | * Accessibility important | ||
| 43 | **User-driven improvement**: | ||
| 44 | * User feedback patterns → System improvements (not ad-hoc fixes) | ||
| 45 | * Example: "Users find evidence unclear" → Improve evidence presentation algorithm | ||
| 46 | * Example: "Users confused by confidence scores" → Better explanation system | ||
| 47 | === 2.2 Internal Users (Contributors) === | ||
| 48 | **We support contributors**: | ||
| 49 | * Clear onboarding documentation | ||
| 50 | * Welcoming community | ||
| 51 | * Responsive to questions | ||
| 52 | * Recognize contributions | ||
| 53 | * Safe to experiment and learn | ||
| 54 | **We learn from contributors**: | ||
| 55 | * RFC feedback shapes decisions | ||
| 56 | * Community insights improve processes | ||
| 57 | * Diverse perspectives strengthen the system | ||
| 58 | == 3. We Build Networks of Empowered Teams == | ||
| 59 | **From BWB**: "Teams self-organize and wield decision-making power... Networks of teams align around shared strategic goals with agreed priorities." | ||
| 60 | === 3.1 FactHarbor Application === | ||
| 61 | **Self-organizing within domains**: | ||
| 62 | * Technical Coordinator: Autonomous over AKEL performance | ||
| 63 | * Community Coordinator: Autonomous over community processes | ||
| 64 | * Moderators: Autonomous in handling flagged items | ||
| 65 | **Decision-making power** (see [[Consent-Based Decision Making>>FactHarbor.Organisation.How-We-Work-Together.Consent-Based-Decision-Making]]): | ||
| 66 | * Consent-based decisions for system changes | ||
| 67 | * No hierarchy - decisions by domain expertise | ||
| 68 | * Clear escalation for cross-domain issues | ||
| 69 | **Empowerment through**: | ||
| 70 | * Clear domain boundaries (S3 pattern) | ||
| 71 | * Authority to make decisions within domain | ||
| 72 | * Support and resources to succeed | ||
| 73 | * Trust by default | ||
| 74 | **Networks alignment**: | ||
| 75 | * Shared goal: Make FactHarbor's claim evaluation excellent | ||
| 76 | * Regular coordination meetings | ||
| 77 | * Cross-domain collaboration on complex issues | ||
| 78 | * Transparent decision documentation | ||
| 79 | === 3.2 Ownership and Accountability === | ||
| 80 | **Team members own outcomes**: | ||
| 81 | * Technical Coordinator accountable for AKEL performance metrics | ||
| 82 | * Community Coordinator accountable for contributor satisfaction | ||
| 83 | * Moderators accountable for healthy community | ||
| 84 | **Recognition for achievements**: | ||
| 85 | * Public recognition of contributions | ||
| 86 | * Performance metrics show impact | ||
| 87 | * Success celebrated as team achievement | ||
| 88 | === 3.3 Small, Focused Team === | ||
| 89 | **By design**: full-timeE + part-time moderators | ||
| 90 | **Why small?** | ||
| 91 | * Automation does most work | ||
| 92 | * Less coordination overhead | ||
| 93 | * Clearer communication | ||
| 94 | * Each person's impact visible | ||
| 95 | **Scaling through**: | ||
| 96 | * Better algorithms (not more people) | ||
| 97 | * Improved processes | ||
| 98 | * Community contributions | ||
| 99 | == 4. We Work in Iterations == | ||
| 100 | **From BWB**: "We operate in iterative cycles, allowing us to make early adjustments and minimize the risk and impact of errors." | ||
| 101 | === 4.1 FactHarbor Application === | ||
| 102 | **Sprint cycles** (2 weeks): | ||
| 103 | * Select improvement priorities | ||
| 104 | * Implement and test | ||
| 105 | * Review and retrospect | ||
| 106 | * Adjust and iterate | ||
| 107 | **Feedback loops** (see [[Continuous Improvement>>FactHarbor.Organisation.How-We-Work-Together.Continuous-Improvement]]): | ||
| 108 | * Daily: Monitor metrics | ||
| 109 | * Weekly: Review trends | ||
| 110 | * Monthly: Comprehensive analysis | ||
| 111 | * Quarterly: Strategic review | ||
| 112 | **Early adjustments**: | ||
| 113 | * Canary deployments (1% → 5% → 25% → 100%) | ||
| 114 | * Quick rollback if issues | ||
| 115 | * A/B testing for validation | ||
| 116 | * Frequent small changes > big releases | ||
| 117 | **Quality embedded in every increment**: | ||
| 118 | * Automated testing | ||
| 119 | * Code review | ||
| 120 | * Performance validation | ||
| 121 | * Metrics monitoring | ||
| 122 | === 4.2 Learning from Errors === | ||
| 123 | **Errors are learning opportunities**: | ||
| 124 | * Blameless retrospectives | ||
| 125 | * Document what went wrong | ||
| 126 | * Identify systematic causes | ||
| 127 | * Improve to prevent recurrence | ||
| 128 | **Safe to fail**: | ||
| 129 | * Test environments for experimentation | ||
| 130 | * Rollback plans for all changes | ||
| 131 | * Low-risk experimentation encouraged | ||
| 132 | * Failures documented and shared | ||
| 133 | == 5. We Are Visionary Leaders and Enablers == | ||
| 134 | **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." | ||
| 135 | === 5.1 FactHarbor Application === | ||
| 136 | **Enabling environment**: | ||
| 137 | * Clear documentation and onboarding | ||
| 138 | * Tools and infrastructure provided | ||
| 139 | * Support readily available | ||
| 140 | * Resources allocated appropriately | ||
| 141 | **Removing impediments**: | ||
| 142 | * Technical Coordinator: Removes technical blockers | ||
| 143 | * Community Coordinator: Removes process blockers | ||
| 144 | * Governing Team: Removes strategic/policy blockers | ||
| 145 | **Empowerment through clarity**: | ||
| 146 | * Clear domains (S3 pattern) | ||
| 147 | * Clear decision processes | ||
| 148 | * Clear success metrics | ||
| 149 | * Clear escalation paths | ||
| 150 | **Psychological safety**: | ||
| 151 | * ✅ Safe to ask questions | ||
| 152 | * ✅ Safe to admit mistakes | ||
| 153 | * ✅ Safe to disagree (with data) | ||
| 154 | * ✅ Safe to experiment | ||
| 155 | * ✅ Safe to fail (and learn) | ||
| 156 | **Not safe**: | ||
| 157 | * ❌ Harassment or discrimination | ||
| 158 | * ❌ Ignoring feedback | ||
| 159 | * ❌ Circumventing processes for convenience | ||
| 160 | * ❌ Hiding problems | ||
| 161 | === 5.2 Leadership Philosophy === | ||
| 162 | **Leadership is service**: | ||
| 163 | * Leaders serve the team | ||
| 164 | * Leaders remove obstacles | ||
| 165 | * Leaders enable success | ||
| 166 | * Leaders develop people | ||
| 167 | **Not command-and-control**: | ||
| 168 | * No "my way or highway" | ||
| 169 | * No hoarding information | ||
| 170 | * No blame culture | ||
| 171 | * No micromanagement | ||
| 172 | **"Go to Gemba"** (BWB principle): | ||
| 173 | * Leaders actively observe work | ||
| 174 | * Understand challenges firsthand | ||
| 175 | * Learn from doing | ||
| 176 | * Coach and support | ||
| 177 | === 5.3 Continuous Growth and Learning === | ||
| 178 | **Individual growth**: | ||
| 179 | * Learn new technologies | ||
| 180 | * Develop new skills | ||
| 181 | * Expand domain knowledge | ||
| 182 | * Take on stretch challenges | ||
| 183 | **Team learning**: | ||
| 184 | * Retrospectives | ||
| 185 | * Knowledge sharing | ||
| 186 | * Documentation | ||
| 187 | * Mentoring | ||
| 188 | **Organizational learning**: | ||
| 189 | * System improvements documented | ||
| 190 | * Failures analyzed | ||
| 191 | * Successes replicated | ||
| 192 | * Knowledge base maintained | ||
| 193 | == 6. We Foster Change == | ||
| 194 | **From BWB**: "We create environments that encourage experimentation and hypothesis exploration. We embrace changes grounded in evidence and tested hypotheses." | ||
| 195 | === 6.1 FactHarbor Application === | ||
| 196 | **Experimentation encouraged**: | ||
| 197 | * RFC process enables anyone to propose | ||
| 198 | * Test environments available | ||
| 199 | * A/B testing supported | ||
| 200 | * "Good enough for now, safe enough to try" | ||
| 201 | **Evidence-based change**: | ||
| 202 | * Measure before and after | ||
| 203 | * Data drives decisions | ||
| 204 | * Hypotheses tested, not assumed | ||
| 205 | * Metrics validate success | ||
| 206 | **Change process**: | ||
| 207 | 1. Identify issue (data-driven) | ||
| 208 | 2. Hypothesize solution | ||
| 209 | 3. Design experiment | ||
| 210 | 4. Test thoroughly | ||
| 211 | 5. Deploy gradually | ||
| 212 | 6. Measure impact | ||
| 213 | 7. Learn and iterate | ||
| 214 | **Not change for change's sake**: | ||
| 215 | * Clear problem being solved | ||
| 216 | * Expected improvement defined | ||
| 217 | * Success measurable | ||
| 218 | * Rollback if unsuccessful | ||
| 219 | === 6.2 Innovation Culture === | ||
| 220 | **Encourage**: | ||
| 221 | * ✅ Trying new approaches | ||
| 222 | * ✅ Challenging assumptions | ||
| 223 | * ✅ Learning from other domains | ||
| 224 | * ✅ Cross-pollinating ideas | ||
| 225 | **But maintain**: | ||
| 226 | * ✅ Testing before deployment | ||
| 227 | * ✅ Measuring impact | ||
| 228 | * ✅ Documentation | ||
| 229 | * ✅ Code quality | ||
| 230 | === 6.3 Adaptation === | ||
| 231 | **System adapts to**: | ||
| 232 | * New domains (medical, legal, etc.) | ||
| 233 | * New evidence types | ||
| 234 | * New attack vectors | ||
| 235 | * User needs | ||
| 236 | * Scale requirements | ||
| 237 | **Culture of adaptation**: | ||
| 238 | * Nothing is sacred (except principles) | ||
| 239 | * Processes evolve | ||
| 240 | * Tools change | ||
| 241 | * Structures adapt | ||
| 242 | == 7. We Practice Transparency and Build Trust == | ||
| 243 | **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." | ||
| 244 | === 7.1 FactHarbor Application === | ||
| 245 | **Transparency in decisions**: | ||
| 246 | * Decision records documented | ||
| 247 | * Rationale explained | ||
| 248 | * Trade-offs acknowledged | ||
| 249 | * Open to questions | ||
| 250 | **Transparency in metrics** (see [[System Performance Metrics>>FactHarbor.Specification.System-Performance-Metrics]]): | ||
| 251 | * Performance dashboards public | ||
| 252 | * Success/failure metrics visible | ||
| 253 | * Improvement progress tracked | ||
| 254 | * Problems acknowledged | ||
| 255 | **Transparency in code**: | ||
| 256 | * Open source (where possible) | ||
| 257 | * Algorithm parameters documented | ||
| 258 | * Changes tracked in git | ||
| 259 | * Auditable by anyone | ||
| 260 | **Transparency in governance**: | ||
| 261 | * Governance structure documented | ||
| 262 | * Meeting minutes published | ||
| 263 | * Policies openly accessible | ||
| 264 | * Decision processes clear | ||
| 265 | === 7.2 Communication === | ||
| 266 | **Proactive communication**: | ||
| 267 | * Regular updates on progress | ||
| 268 | * Advance notice of changes | ||
| 269 | * Explanation of decisions | ||
| 270 | * Status of commitments | ||
| 271 | **Honest communication**: | ||
| 272 | * Acknowledge limitations | ||
| 273 | * Admit mistakes openly | ||
| 274 | * Share both successes and failures | ||
| 275 | * Don't hide problems | ||
| 276 | **Responsive communication**: | ||
| 277 | * Answer questions promptly | ||
| 278 | * Engage with feedback | ||
| 279 | * Clarify misunderstandings | ||
| 280 | * Address concerns | ||
| 281 | === 7.3 Trust Building === | ||
| 282 | **Trust through**: | ||
| 283 | * ✅ Consistent behavior | ||
| 284 | * ✅ Keeping commitments | ||
| 285 | * ✅ Admitting mistakes | ||
| 286 | * ✅ Sharing information | ||
| 287 | * ✅ Including people in decisions | ||
| 288 | * ✅ Demonstrating competence | ||
| 289 | **Trust eroded by**: | ||
| 290 | * ❌ Hiding information | ||
| 291 | * ❌ Breaking commitments | ||
| 292 | * ❌ Blaming others | ||
| 293 | * ❌ Inconsistent decisions | ||
| 294 | * ❌ Ignoring feedback | ||
| 295 | == 8. Integrating All Three Frameworks == | ||
| 296 | === 8.1 How They Complement === | ||
| 297 | **Best Workplace Blueprint** provides: | ||
| 298 | * Human-centered values | ||
| 299 | * Leadership principles | ||
| 300 | * Cultural practices | ||
| 301 | **Sociocracy 3.0** provides: | ||
| 302 | * Decision-making patterns | ||
| 303 | * Organizational structures | ||
| 304 | * Governance frameworks | ||
| 305 | **AI-First Philosophy** provides: | ||
| 306 | * Automation principles | ||
| 307 | * Scalability approach | ||
| 308 | * Systems thinking | ||
| 309 | **Together**: Culture + Patterns + Technology = Effective Organization | ||
| 310 | === 8.2 Practical Example === | ||
| 311 | **Scenario**: AKEL processing time increasing | ||
| 312 | **BWB perspective**: | ||
| 313 | * Engage users: Check if users experiencing delays | ||
| 314 | * Work iteratively: Quick fixes first, then systematic | ||
| 315 | * Transparency: Communicate problem and progress | ||
| 316 | * Learning: What can we learn from this? | ||
| 317 | **S3 perspective**: | ||
| 318 | * Domain clarity: Technical Coordinator owns this | ||
| 319 | * Consent decision: Proposed solution needs team consent | ||
| 320 | * Empiricism: Test solutions, measure impact | ||
| 321 | * Continuous improvement: Part of ongoing cycle | ||
| 322 | **AI-First perspective**: | ||
| 323 | * Fix the system: Optimize algorithm, not override | ||
| 324 | * Metrics-driven: What metrics show the problem? | ||
| 325 | * Automation: Solution must scale | ||
| 326 | * Monitor: Watch metrics after fix | ||
| 327 | **Result**: Comprehensive, principled approach to problem-solving. | ||
| 328 | == 9. Working Remotely (Future) == | ||
| 329 | **FactHarbor may operate as remote-first or hybrid organization.** | ||
| 330 | **BWB principles applied remotely**: | ||
| 331 | * Engagement: Video calls, async communication | ||
| 332 | * Empowerment: Trust-based work | ||
| 333 | * Iterations: Sprint structure works remotely | ||
| 334 | * Transparency: Even more important when distributed | ||
| 335 | * Change: Remote tools and processes | ||
| 336 | **Best practices** (to be developed as team grows): | ||
| 337 | * Documented communication preferred | ||
| 338 | * Overlap hours for collaboration | ||
| 339 | * Async-first with sync as needed | ||
| 340 | * Regular video check-ins | ||
| 341 | * Virtual retrospectives | ||
| 342 | == 10. Living Document == | ||
| 343 | **This culture page evolves**: | ||
| 344 | * Quarterly review: Does this reflect reality? | ||
| 345 | * Feedback welcome: Suggest improvements | ||
| 346 | * Updated as we learn: Culture grows with us | ||
| 347 | **Culture is practiced, not proclaimed**: | ||
| 348 | * These aren't just words | ||
| 349 | * Actions matter more than statements | ||
| 350 | * Everyone accountable for culture | ||
| 351 | * Leaders exemplify these values | ||
| 352 | == 11. For New Team Members == | ||
| 353 | **If you're new to FactHarbor**: | ||
| 354 | **Expect**: | ||
| 355 | * Transparency in decisions and metrics | ||
| 356 | * Autonomy within your domain | ||
| 357 | * Support and resources | ||
| 358 | * Learning opportunities | ||
| 359 | * Safe environment for experimentation | ||
| 360 | * Data-driven decisions | ||
| 361 | * Iterative improvement | ||
| 362 | **Contribute by**: | ||
| 363 | * Asking questions | ||
| 364 | * Proposing improvements (RFCs) | ||
| 365 | * Supporting team decisions | ||
| 366 | * Sharing knowledge | ||
| 367 | * Taking ownership | ||
| 368 | * Learning continuously | ||
| 369 | * Upholding these values | ||
| 370 | == 12. Related Pages == | ||
| 371 | * [[Automation Philosophy>>FactHarbor.Organisation.Automation-Philosophy]] - Why we automate | ||
| 372 | * [[Governance>>FactHarbor.Organisation.Governance.WebHome]] - How we govern | ||
| 373 | * [[Continuous Improvement>>FactHarbor.Organisation.How-We-Work-Together.Continuous-Improvement]] - How we improve | ||
| 374 | * [[Consent-Based Decision Making>>FactHarbor.Organisation.How-We-Work-Together.Consent-Based-Decision-Making]] - How we decide | ||
| 375 | * [[Contributor Processes>>FactHarbor.Organisation.Contributor-Processes]] - How to contribute |