Ascend Path 2.0

Ascend path changes:

• Old paths merged into Problem Solver track.
• New path called Problem See-er track introduced.
• Ascend Principles made explicit.
• New ascend layer framework.
• Redefined Outputs expected and ascending criteria.

Additions:

• Long-term Games with Long-term players
• 6 month audits

Updates:

• Changed validity of all contracts to coincide with 6-month audits.
• Removing 10% pay deduction for non-full-time commitments. Seems redundant now that 'taking time off' model exists.
• Updated compensation principle to use 'Median pay' instead of 'base pay'. Median pay makes our payouts ~40k and 80k, instead of 30k and 60k.

NEW: Feedback Loops

Why this change

Only outcomes matter in the universe and hence, to the organization.
However, outcomes are a lagging indicator. By the time failure occurs, it’s game over.

State of mind is a leading indicator. There has been significant mindspace spent on mapping attributes <> success. We truly believe that if the attributes for each level exist, success for that level is inevitable.
This principle is our tenant and it’s current mapping, our hypothesis. The latter is an experiment in motion and will improve over time.

Similarly from the individual’s lens. Confirmation of progress should not have to depend on:

1. Having to judge your performance from your boss’s mood
   This is the underlying principle behind objective scoring based feedback systems that are not limited to 1:1s. List given below.

2. Failure at battles
   It is certain that failures will occur, they are only a problem if they break a man’s spirit. World is a random function and hence, moments of failure are a certainty.

Let your merit not be decided by things that are not in your control, but the ones that are.

Here are the loops being introduced:

1. Monthly 1:1 Space
   Read the new format for 1:1s further below.

2. “Help me improve” on Daily logs routine
   Whenever the individual senses that motion (not progress) is starting to rear its head, you can ask for a review. You may also add what you are sensing is occurring.

Your team lead (if doesn’t exist, then junior partner) will be available to help observe and course correct.

This will be implemented through Jarvis soon. Until then, it is done manually through DM.

3. ETA analytics
   ETAs are useless if they are not trackable and their trend, not observable.

We will implement a feature of all your currently communicated ETAs and a post-analysis of their accuracy. This will be executed through Jarvis soon.

Default purpose of all loops is limited to self-consumption. Hence, they may occur only at the individual’s desire, not by force. Cyclical events will be scheduled by default. The individual may choose to mark them as not needed.
At the moment, this will be done by marking the respective gcal event as ‘not attending’. In due course, this would be through Jarvis.

NEW: Days off

Creating a space for Guilt-free and sometimes mandatory white space in life.

Produce output at full steam on regular days. Then chill frequently.
Instead of living slow days.

This kicks in after day 45. 1 day off every week.

UPDATE: Removing guest access

Humans form associations based on common value systems. An easier way to recruit and foster an ecosystem around us is to invite potential teammates into our minds. If they are retained, there may exist a potential value system overlap.

However, recruiting isn't a business problem of the moment. And hence, following the principles of "If an action doesn't serve a business purpose, it shouldn't exist"; we'll remove all external collaborators.

An idea: How about we use this to test the value of our shared space. We'll keep a $9.99 a month price fixed, and focus on increasing value; until we start to see users.

UPDATE: Executing principles

DRYed old content. Added the Real Why section

UPDATE: Work schedule

• Removed all ideas that were only relevant for office work.
• Super simplified content.
• Added Unblocking time

Introducing Unblocking Time

The attempt is to create daily whitespaces within each project team, for them to be able to huddle together and remove roadblocks.

Suggested method:

6-7PM slot kept available everyday.
Project leader may setup a slack reminder for the channel to invite each member to reach out wherever they get stuck.
If and when individuals need facetime of other members, without worrying about disturbing their schedule.

They may respond to the slack reminder message with:
I am stuck here and I would like to pull in X
X can be any other individual in the team.

This can occur any time during the day.
At 6pm everyone whose mind space was solicited (through being cc’ed) joins to the zoom link mentioned in the reminder.

Principles:

Keeping time available is the default ask, not booked.
Some (or most times) the unblocking slot will go unused.
Join the call when invited and drop off whenever you feel appropriate.
Keep them short, but light. Play without the weight of appropriate behaviour.

Why this change

Working remote != work alone. We are still a team and there are efficiencies available to be unlocked, when facetime is used appropriately.

A version of this has been experimented with each team and is now being pushed to the main chain.

Improving Communication

• Removed fluff
• Organized according to theme.

UPDATE: Silent meetings

Earlier version: https://docs.google.com/document/d/1jZhWTS9hWzkv9E3fMHE42sBvVKGccupBWHYO8S1vdow/edit?via_commande=true

Simplified it to reflect reality, not the advanced version that was before.

UPDATE: Decentralized Syncups

Decentralized weekend syncup

Why this change

Currently we do a org-wide syncup. Even though it serves system owners value, it isn’t valuable for individuals at level 1 and 2. Its impact can be observed in the downward trend of mindspace invested.

New weekend syncups

1. Project wise
   Every proposal that is in delivery, is a separate project. Every other process is under project-grants-acquisition.

Syncup will be within each of these teams.

2. Use it for planning ahead and not retrospective logging.
   Logging will be primarily left up to daily logs. The new order of questions is:
   What do you plan to accomplish this coming week?
   Align yourself to your reality. Reality != Being conservative. Here is what you had set as the plan for this week.
   What did you accomplish this week.
   You may also add things that were not planned. Observe their existence to increase accuracy of looking ahead.

Use data from b and c to improve a.
Any other thoughts on your mind that you’d like to share with the team.

UPDATE: 1:1s

Why this change

1. Think of 1:1 space as a mirror. 1:1 is usually done with the individual’s Junior Partner. Each Junior Partner has been groomed and vetted in Equanimous Observation. Bet on it.

2. Currently, they are limited to only the first 45 days. They will now be available forever, whenever. Default schedule is last week of every month.

#todo: Relevant junior partner may need to set up recurring gcal events for their current team. For new recruits, it could be done during their onboarding.