Diagram.Svg — TriadicFrameworks

diagram.svg actual SVG code#

<svg width="1080" height="600" viewBox="0 0 1080 600" xmlns="http://www.w3.org/2000/svg">
  <defs>
    <linearGradient id="bgGrad" x1="0%" y1="0%" x2="100%" y2="100%">
      <stop offset="0%" stop-color="#000000"/>
      <stop offset="50%" stop-color="#4b0082"/>
      <stop offset="100%" stop-color="#8a2be2"/>
    </linearGradient>
    <linearGradient id="lineGrad" x1="0%" y1="0%" x2="100%" y2="0%">
      <stop offset="0%" stop-color="#b3a7ff"/>
      <stop offset="100%" stop-color="#e0d4ff"/>
    </linearGradient>
    <style>
      .node { fill: none; stroke: #e0d4ff; stroke-width: 1.5; }
      .label { fill: #f5f0ff; font-family: system-ui, -apple-system, BlinkMacSystemFont, "Segoe UI", sans-serif; font-size: 16px; letter-spacing: 0.04em; text-transform: uppercase; }
      .sub { font-size: 13px; opacity: 0.8; }
      .link { stroke: url(#lineGrad); stroke-width: 1.2; fill: none; }
      .drift { stroke: #ff9fbf; stroke-width: 1.2; stroke-dasharray: 4 4; fill: none; opacity: 0.8; }
      .regime-dot { stroke-width: 1; }
    </style>
  </defs>
 
  <!-- Background -->
  <rect x="0" y="0" width="1080" height="600" fill="url(#bgGrad)" rx="24"/>
 
  <!-- Triadic base: Leadership, Management, Staff -->
  <!-- Leadership -->
  <circle class="node" cx="540" cy="120" r="52"/>
  <text class="label" x="540" y="115" text-anchor="middle">LEADERSHIP</text>
  <text class="label sub" x="540" y="137" text-anchor="middle">DIRECTION · STRATEGY</text>
 
  <!-- Management -->
  <circle class="node" cx="320" cy="380" r="52"/>
  <text class="label" x="320" y="375" text-anchor="middle">MANAGEMENT</text>
  <text class="label sub" x="320" y="397" text-anchor="middle">COORDINATION · DELIVERY</text>
 
  <!-- Staff -->
  <circle class="node" cx="760" cy="380" r="52"/>
  <text class="label" x="760" y="375" text-anchor="middle">STAFF</text>
  <text class="label sub" x="760" y="397" text-anchor="middle">EXECUTION · SIGNALS</text>
 
  <!-- HR as interface -->
  <circle class="node" cx="540" cy="320" r="46"/>
  <text class="label" x="540" y="315" text-anchor="middle">HR</text>
  <text class="label sub" x="540" y="337" text-anchor="middle">INTERFACE · STRUCTURE</text>
 
  <!-- AI Observer -->
  <circle class="node" cx="540" cy="230" r="38"/>
  <text class="label" x="540" y="225" text-anchor="middle">AI</text>
  <text class="label sub" x="540" y="247" text-anchor="middle">TRIADIC OBSERVER</text>
 
  <!-- Coherence links -->
  <line class="link" x1="540" y1="172" x2="540" y2="192"/>
  <line class="link" x1="540" y1="272" x2="540" y2="294"/>
 
  <line class="link" x1="540" y1="366" x2="320" y2="380"/>
  <line class="link" x1="540" y1="366" x2="760" y2="380"/>
 
  <line class="link" x1="540" y1="172" x2="540" y2="172"/>
  <line class="link" x1="540" y1="172" x2="540" y2="172"/>
 
  <!-- Triadic triangle -->
  <line class="link" x1="540" y1="120" x2="320" y2="380"/>
  <line class="link" x1="540" y1="120" x2="760" y2="380"/>
  <line class="link" x1="320" y1="380" x2="760" y2="380"/>
 
  <!-- Drift indicators (example dashed lines bypassing HR/AI) -->
  <path class="drift" d="M540 120 C 520 210, 500 280, 480 360"/>
  <path class="drift" d="M540 120 C 560 210, 580 280, 600 360"/>
 
  <!-- Regime dots legend (bottom) -->
  <circle class="regime-dot" cx="220" cy="520" r="6" fill="#ffb3c6" stroke="#ffd6e0"/>
  <text class="label sub" x="240" y="524">AUTHORITY</text>
 
  <circle class="regime-dot" cx="360" cy="520" r="6" fill="#ffd27f" stroke="#ffe4b3"/>
  <text class="label sub" x="380" y="524">NARRATIVE</text>
 
  <circle class="regime-dot" cx="520" cy="520" r="6" fill="#7fd3ff" stroke="#c2e9ff"/>
  <text class="label sub" x="540" y="524">STRUCTURAL</text>
 
  <circle class="regime-dot" cx="680" cy="520" r="6" fill="#b58cff" stroke="#e0d4ff"/>
  <text class="label sub" x="700" y="524">EMOTIONAL</text>
 
  <circle class="regime-dot" cx="840" cy="520" r="6" fill="#9cffc2" stroke="#c9ffdf"/>
  <text class="label sub" x="860" y="524">COHERENCE</text>
</svg>

triadic observer diagram (concept description)#

Nodes:
- Leadership: Top vertex of the triangle.
- Management: Bottom-left vertex.
- Staff: Bottom-right vertex.
- HR: Center of the triangle as interface node.
- AI Observer: Slightly above HR, aligned vertically with Leadership.
Edges:
- Solid lines: Coherent structural links (Leadership–Management–Staff triangle, HR connected to all three, AI connected to HR and Leadership).
- Dashed lines: Drift paths that bypass HR/AI (e.g., Leadership → Staff direct narrative, Management → Staff punitive path).
Regime encoding:
- Color or line style to indicate active regime on each edge (authority, narrative, structural, emotional).
- Small regime markers near edges for teaching diagrams.
Use:
- As a base diagram for:
  - performance review flows,
  - conflict paths,
  - intervention overlays (where AI/HR should re-enter the loop).

performance review templates#

1. Context-first review template#

Section 1: Context (CTX)
- Role:
- Timeframe:
- Key constraints present:
- Dependencies and blockers:
- Support provided / missing:
Section 2: Triadic view (ALN)
- Leadership expectations (as stated):
- Manager interpretation of expectations:
- Staff understanding of expectations:
Section 3: Signals (SIG)
- Observed behaviors:
- Venting / stress indicators:
- Patterns over time (not single incidents):
Section 4: Drift (DRF)
- Possible narrative drift:
- Possible bias:
- Structural gaps contributing to issues:
Section 5: Impact (IMP)
- Impact on team:
- Impact on onboarding / turnover / load:
- Impact on customer / mission:
Section 6: Structural adjustments
- What can leadership adjust structurally?
- What can management adjust in practice?
- What support does staff need?

2. Triadic summary block (for final review)#

Leadership view (1–3 sentences):
Manager view (1–3 sentences):
Staff self-view (1–3 sentences):
AI/HR structural note (optional):

HR drift detection checklist#

Context drift:
- Has context been explicitly captured before judgment?
- Are constraints and load documented, not assumed?
Narrative drift:
- Is this evaluation based on a story (“they are…”) or on patterns of behavior?
- Are we over-weighting a single incident or first reaction?
Authority drift:
- Is disagreement being framed as defiance rather than signal?
- Is hierarchy being used to end inquiry instead of deepen it?
Structural drift:
- Are we blaming individuals for structural gaps (tools, time, clarity)?
- Have we accounted for turnover, onboarding load, and invisible work?
Emotional drift:
- Is someone’s stress or embarrassment driving the evaluation?
- Has venting been separated from performance?
Triadic drift:
- Have all three perspectives (leadership, management, staff) been captured?
- Has HR/AI provided a structural view, not just relayed one side?

alignment scoring model#

Use a simple 0–3 scale per dimension:

0: Not present / severely misaligned
1: Weak / inconsistent
2: Mostly aligned with minor gaps
3: Strong, clear, and stable

Dimensions#

Expectations alignment
- Leadership ↔ Manager: 0–3
- Manager ↔ Staff: 0–3
- Staff ↔ Role definition: 0–3
Support alignment
- Tools available vs required: 0–3
- Time available vs workload: 0–3
- Training vs role complexity: 0–3
- Clarity of priorities: 0–3
Signal handling
- How well manager interprets staff signals: 0–3
- How well HR interprets manager/staff signals: 0–3
Structural responsiveness
- Speed of structural adjustments when issues surface: 0–3
- Willingness to change process, not just people: 0–3

Outputs#

Total alignment score: sum of all dimensions.
Category:
- 0–12: Critical misalignment
- 13–20: Fragile alignment
- 21–28: Functional alignment
- 29+ : Strong alignment
Use:
- Attach to performance reviews, team health checks, and HR interventions as a structural metric, not a personal one.