interpreting-culture-index

"You can't send a duck to Eagle school." Traits are hardwired—you can only modify behaviors temporarily, at the cost of energy.

• Top graph (Survey Traits): Hardwired by age 12-16. Does not change. Writing with your dominant hand.
• Bottom graph (Job Behaviors): Adaptive behavior at work. Can change. Writing with your non-dominant hand.

• Logic 8 means "High Logic" regardless of arrow position
• Ingenuity 2 means "Low Ingenuity" for anyone

import json
with open("person_name.json") as f:
    profile = json.load(f)

{
  "name": "Person Name",
  "archetype": "Architect",
  "survey": {
    "eu": 21,
    "arrow": 2.3,
    "a": [5, 2.7],
    "b": [0, -2.3],
    "c": [1, -1.3],
    "d": [3, 0.7],
    "logic": [5, null],
    "ingenuity": [2, null]
  },
  "job": { "..." : "same structure as survey" },
  "analysis": {
    "energy_utilization": 148,
    "status": "stress"
  }
}

[absolute, relative_to_arrow]

.json

1. Check if JSON already exists (same directory as PDF, or ask user)
2. If not, run extraction with verification:
   bash

   uv run {baseDir}/scripts/extract_pdf.py --verify /path/to/file.pdf [output.json]

3. Visually confirm the verification summary matches the PDF
4. Use the extracted JSON for interpretation

brew install uv

pip install uv

1. If JSON provided or found: Use it directly (skip extraction)
   • Check same directory as PDF for

     .json

     file with matching name
   • Check if user provided JSON path
2. If only PDF: Run extraction script with

   --verify

   flag
   bash

   uv run {baseDir}/scripts/extract_pdf.py --verify /path/to/file.pdf [output.json]

3. If extraction fails: Report error, do NOT fall back to vision

• CI Survey JSON → Proceed to Step 2
• CI Survey PDF → Extract first (Step 0), then proceed to Step 2
• Interview transcript only → Go to option 8 (predict traits from interview)
• No data yet → "Please provide Culture Index profile (PDF or JSON) or interview transcript"

1. Interpret an individual profile - Understand one person's traits, strengths, and challenges
2. Analyze team composition - Assess gas/brake/glue balance, identify gaps
3. Detect burnout signals - Compare Survey vs Job, flag stress/frustration
4. Compare multiple profiles - Understand compatibility, collaboration dynamics
5. Get motivator recommendations - Learn how to engage and retain someone

workflows/extract-from-pdf.md

workflows/interpret-individual.md

workflows/analyze-team.md

workflows/detect-burnout.md

workflows/compare-profiles.md

references/motivators.md

workflows/define-hiring-profile.md

workflows/coach-manager.md

workflows/predict-from-interview.md

workflows/interview-debrief.md

workflows/plan-onboarding.md

workflows/mediate-conflict.md

references/conversation-starters.md

1. Did you use relative positions? Never stated "A is 8" without context
2. Did you reference the arrow? All trait interpretations relative to arrow
3. Did you compare Survey vs Job? Identified any behavior modification
4. Did you avoid value judgments? No traits called "good" or "bad"
5. Did you check EU? Energy utilization calculated if both graphs present

• "Interpretation complete"
• Key findings (2-3 bullet points)
• Recommended actions

references/

• primary-traits.md

  - A (Autonomy), B (Social), C (Pace), D (Conformity)

• secondary-traits.md

  - EU (Energy Units), L (Logic), I (Ingenuity)

• patterns-archetypes.md

  - Behavioral patterns, trait combinations, archetypes

• motivators.md

  - How to motivate each trait type

• team-composition.md

  - Gas, brake, glue framework

• anti-patterns.md

  - Common interpretation mistakes

• conversation-starters.md

  - How to engage each pattern and trait type

• interview-trait-signals.md

  - Signals for predicting traits from interviews

workflows/

extract-from-pdf.md

interpret-individual.md

analyze-team.md

detect-burnout.md

compare-profiles.md

define-hiring-profile.md

coach-manager.md

predict-from-interview.md

interview-debrief.md

plan-onboarding.md

mediate-conflict.md

Utilization = (Job EU / Survey EU) × 100

70-130% = Healthy
>130% = STRESS (burnout risk)
<70% = FRUSTRATION (flight risk)

• Uses relative positions (distance from arrow), never absolute values alone
• Identifies the archetype/pattern correctly
• Highlights 2-3 key strengths based on leading traits
• Notes 2-3 challenges or development areas
• Compares Survey vs Job if both are available
• Provides actionable recommendations
• Avoids value judgments ("good"/"bad")
• Acknowledges Culture Index is one data point, not a complete picture