@elizaos/skills 2.0.0-alpha.3

package/skills/security-culture-index/skills/interpreting-culture-index/references/conversation-starters.md

@@ -0,0 +1,408 @@
+<overview>
+
+Conversation starters and engagement strategies based on Culture Index traits. Use these to build rapport, deliver feedback effectively, and engage team members based on their profile.
+
+</overview>
+
+<by_pattern>
+
+<architect label="Architect/Visionary (High A, Low C, Low D)">
+
+**What engages them:**
+- Strategic discussions, big picture thinking
+- Future vision and possibilities
+- ROI and business impact
+- Being asked for their opinion
+
+**Good conversation starters:**
+- "What do you think is the biggest opportunity we're missing?"
+- "If you could redesign this from scratch, what would you change?"
+- "What's your take on [strategic topic]?"
+- "Where do you see this going in 2-3 years?"
+
+**How to deliver feedback:**
+- Focus on outcomes and impact, not process
+- Be direct and confident - don't hedge
+- Frame as investment in their success
+- Bullet points, not paragraphs
+
+**Topics to avoid:**
+- Excessive detail about implementation
+- Step-by-step instructions
+- Past failures (they've moved on)
+- Lengthy consensus-building
+
+</architect>
+
+<rainmaker label="Rainmaker/Persuader (High A, High B, Low C)">
+
+**What engages them:**
+- Relationship building
+- Competitive challenges
+- Public recognition opportunities
+- Stories and narratives
+
+**Good conversation starters:**
+- "How did you land that account?"
+- "What's your read on [person/client]?"
+- "Tell me about your biggest win this quarter"
+- "Who should I talk to about [topic]?"
+
+**How to deliver feedback:**
+- Balance directness with relationship
+- Public praise, private criticism
+- Frame around their reputation and influence
+- Keep it brief - they'll want to talk
+
+**Topics to avoid:**
+- Detailed process requirements
+- Solitary work expectations
+- Administrative tasks
+- Slow-moving, bureaucratic topics
+
+</rainmaker>
+
+<scholar label="Scholar/Specialist (Low B, High C, High D)">
+
+**What engages them:**
+- Deep expertise discussions
+- Complex technical problems
+- Quality and precision topics
+- Learning opportunities
+
+**Good conversation starters:**
+- "I'd like your expert opinion on [technical topic]"
+- "Can you walk me through how this works?"
+- "What do you think is the right way to approach this?"
+- "I'm trying to understand [complex topic] - can you help?"
+
+**How to deliver feedback:**
+- Be specific and fact-based
+- Reference documentation or standards
+- Give them time to process
+- Private, not public
+- Written follow-up appreciated
+
+**Topics to avoid:**
+- Forced small talk
+- Vague, unstructured discussions
+- Expecting quick verbal responses
+- Public attention or praise
+
+</scholar>
+
+<technical_expert label="Technical Expert (Low A, Low B, Low C, High D)">
+
+**What engages them:**
+- Efficient, focused discussions
+- Clear problems with clear solutions
+- Quality and accuracy
+- Getting things done
+
+**Good conversation starters:**
+- "I need your help solving [specific problem]"
+- "What's the correct way to do this?"
+- "Can you review this for accuracy?"
+- "Here's the situation - what's your take?"
+
+**How to deliver feedback:**
+- Very direct and specific
+- Focus on the work, not the person
+- Provide clear standards to meet
+- Brief and efficient
+
+**Topics to avoid:**
+- Extended social conversation
+- Vague or open-ended questions
+- Consensus-building meetings
+- Public recognition (uncomfortable)
+
+</technical_expert>
+
+<craftsman label="Craftsman (Low A, Low B, High C, High D)">
+
+**What engages them:**
+- Mastery and expertise
+- Consistent, reliable processes
+- Quality discussions
+- Predictable environments
+
+**Good conversation starters:**
+- "You're the expert on this - what should I know?"
+- "What's the best practice for [specific task]?"
+- "I want to make sure we do this right"
+- "Can you help me understand the proper process?"
+
+**How to deliver feedback:**
+- Frame as process improvement
+- Reference standards and best practices
+- One topic at a time
+- Allow time to process and respond
+
+**Topics to avoid:**
+- Rapid-fire questions
+- Unstructured brainstorming
+- Public speaking or presentations
+- Frequent change of plans
+
+</craftsman>
+
+<accommodator label="Accommodator (Low A, High B, High C)">
+
+**What engages them:**
+- Team and relationship discussions
+- Helping others succeed
+- Collaborative problem-solving
+- Stable, supportive environments
+
+**Good conversation starters:**
+- "How's the team doing?"
+- "Who needs support right now?"
+- "What would make this easier for everyone?"
+- "How can I help you help the team?"
+
+**How to deliver feedback:**
+- Gentle but clear
+- Acknowledge their contributions
+- Frame around team impact
+- Give time to adjust
+
+**Topics to avoid:**
+- Aggressive confrontation
+- Demanding immediate decisions
+- Forcing them to take sides
+- Public criticism
+
+</accommodator>
+
+<philosopher label="Philosopher (High A, Low B, High C)">
+
+**What engages them:**
+- Deep analytical discussions
+- Strategic thinking
+- Independent problem-solving
+- Time to think and process
+
+**Good conversation starters:**
+- "What's your analysis of [complex situation]?"
+- "I'd value your perspective on this"
+- "If you had to choose a direction, what would it be?"
+- "What patterns are you seeing?"
+
+**How to deliver feedback:**
+- Logical, fact-based
+- Allow processing time
+- Written communication works well
+- Respect their independence
+
+**Topics to avoid:**
+- Forced team activities
+- Rapid decision demands
+- Excessive small talk
+- Public group discussions
+
+</philosopher>
+
+</by_pattern>
+
+<by_trait>
+
+<high_a label="Engaging High A (Autonomous/Assertive)">
+
+**Do:**
+- Ask for their opinion before sharing yours
+- Give outcomes, not instructions
+- Respect their time (be efficient)
+- Challenge them intellectually
+- Acknowledge their expertise
+
+**Don't:**
+- Micromanage or over-explain
+- Expect consensus-building
+- Take too long to get to the point
+- Show hesitation or uncertainty
+- Dismiss their ideas without discussion
+
+**Feedback style:**
+- Direct, confident, brief
+- Focus on ROI and impact
+- Their investment in success
+
+</high_a>
+
+<low_a label="Engaging Low A (Supportive/Collaborative)">
+
+**Do:**
+- Include them in discussions
+- Acknowledge their contributions
+- Provide clear direction
+- Give specific praise
+- Allow time for input
+
+**Don't:**
+- Put them on the spot for decisions
+- Expect aggressive initiative
+- Skip collaboration for speed
+- Interpret silence as agreement
+- Assume they'll speak up with concerns
+
+**Feedback style:**
+- Specific, supportive
+- Private, not public
+- Clear expectations
+
+</low_a>
+
+<high_b label="Engaging High B (Social/Relational)">
+
+**Do:**
+- Start with personal connection
+- Allow time for rapport
+- Include in group activities
+- Praise publicly
+- Ask about relationships and team
+
+**Don't:**
+- Skip small talk
+- Isolate with solo work
+- Give criticism publicly
+- Expect brief, task-only interaction
+- Forget they process verbally
+
+**Feedback style:**
+- Start with relationship
+- Verbal praise matters
+- Private for criticism
+
+</high_b>
+
+<low_b label="Engaging Low B (Reserved/Task-Focused)">
+
+**Do:**
+- Get to the point
+- Respect their focus time
+- Use written communication
+- Give private recognition
+- Allow solo work time
+
+**Don't:**
+- Force extended social interaction
+- Expect verbal processing
+- Praise publicly (uncomfortable)
+- Require constant meetings
+- Mistake quiet for disengagement
+
+**Feedback style:**
+- Efficient, task-focused
+- Written is appreciated
+- Private, not public
+
+</low_b>
+
+<high_c label="Engaging High C (Patient/Steady)">
+
+**Do:**
+- Send agendas in advance
+- One topic at a time
+- Give advance notice of changes
+- Respect their routines
+- Allow processing time
+
+**Don't:**
+- Surprise them with changes
+- Rush decisions
+- Interrupt their focus time
+- Multi-topic meetings
+- Create unnecessary urgency
+
+**Feedback style:**
+- Scheduled, predictable
+- Advance notice helpful
+- One issue at a time
+
+</high_c>
+
+<low_c label="Engaging Low C (Urgent/Fast-Paced)">
+
+**Do:**
+- Put deadlines in subject lines
+- Keep them busy with variety
+- Accept their urgency
+- Use their energy productively
+- Be ready for interruptions
+
+**Don't:**
+- Expect patient waiting
+- Give slow, drawn-out responses
+- Bore them with routine
+- Slow-walk decisions
+- Be surprised by multitasking
+
+**Feedback style:**
+- Quick and direct
+- Deadlines motivate
+- Don't delay
+
+</low_c>
+
+<high_d label="Engaging High D (Detail/Precise)">
+
+**Do:**
+- Be accurate and specific
+- Reference standards and process
+- Provide documentation
+- Acknowledge their precision
+- Build trust carefully
+
+**Don't:**
+- Make it personal
+- Skip details that matter
+- Break commitments
+- Expect flexibility on quality
+- Give vague instructions
+
+**Feedback style:**
+- Process improvement framing
+- Specific, documented
+- Don't break trust
+
+</high_d>
+
+<low_d label="Engaging Low D (Flexible/Big-Picture)">
+
+**Do:**
+- Give creative problems
+- Provide options
+- Focus on outcomes
+- Accept 80% solutions
+- Allow flexibility
+
+**Don't:**
+- Over-structure
+- Expect precise documentation
+- Hold grudges for missed details
+- Box them in with rules
+- Require perfection
+
+**Feedback style:**
+- Focus on what matters
+- Pick your battles
+- Options over mandates
+
+</low_d>
+
+</by_trait>
+
+<quick_reference>
+
+| Pattern | Open With | Avoid | Feedback Style |
+|---------|-----------|-------|----------------|
+| Architect | "What's your vision..." | Detail-heavy | Direct, ROI-focused |
+| Rainmaker | "How did you..." | Solitary topics | Public praise, private critique |
+| Scholar | "Walk me through..." | Small talk | Written, specific |
+| Technical Expert | "I need help with..." | Open-ended | Direct, efficient |
+| Craftsman | "What's the right way..." | Rapid-fire | Process improvement |
+| Accommodator | "How's the team..." | Confrontation | Gentle, supportive |
+| Philosopher | "What's your analysis..." | Forced social | Logical, written |
+
+</quick_reference>

package/skills/security-culture-index/skills/interpreting-culture-index/references/interview-trait-signals.md

@@ -0,0 +1,253 @@
+<overview>
+
+This reference helps predict Culture Index traits from interview transcripts. Candidates don't take CI during interviews - these signals help estimate traits before the actual survey is administered after an offer is signed.
+
+**Important caveats:**
+- Predictions are estimates, not definitive assessments
+- Interview context affects behavior (stress, performance mode)
+- Always note confidence level for each trait
+- Actual CI survey will confirm or correct predictions
+
+</overview>
+
+<trait_signals>
+
+<autonomy_a label="Autonomy (A) Signals">
+
+**High A indicators (right of arrow):**
+- Uses "I" frequently: "I decided...", "I built...", "I led..."
+- Takes personal credit for outcomes
+- Describes situations where they acted independently
+- Pushes back on interviewer questions or reframes them
+- Strategic framing - connects work to business outcomes
+- Confident tone, assertive statements
+- Mentions enjoying autonomy, disliking micromanagement
+- Describes taking initiative without being asked
+
+**Low A indicators (left of arrow):**
+- Uses "we" predominantly: "We decided...", "Our team..."
+- Deflects credit to the team
+- Asks clarifying questions before answering
+- Seeks validation: "Does that make sense?"
+- Describes collaborative decision-making
+- Mentions appreciating clear direction
+- More tentative language: "I think...", "Maybe..."
+- Waits for prompts rather than driving conversation
+
+**Confidence modifiers:**
+- HIGH confidence: Multiple consistent signals across different questions
+- MEDIUM confidence: Mixed signals or few data points
+- LOW confidence: Signals only in specific contexts (may be performance mode)
+
+</autonomy_a>
+
+<social_b label="Social Ability (B) Signals">
+
+**High B indicators (right of arrow):**
+- Builds rapport quickly, asks about interviewer
+- Animated, expressive communication style
+- Tells stories with people as central characters
+- Discusses team dynamics, relationships
+- Uses humor, creates connection
+- Mentions enjoying collaboration, team activities
+- Verbose responses, talks through thinking
+- Mirrors interviewer's energy and style
+
+**Low B indicators (left of arrow):**
+- Brief, direct answers without elaboration
+- Skips small talk, gets to the point
+- Task-focused: describes what was done, not who was involved
+- Reserved or flat affect
+- Minimal questions about the team/culture
+- Doesn't engage with personal questions
+- Processes internally before responding
+- Technical precision over narrative style
+
+**Confidence modifiers:**
+- HIGH confidence: Behavior consistent throughout entire interview
+- MEDIUM confidence: Opens up later (may be warming up)
+- LOW confidence: Interviewer-driven variation (some interviewers draw out B)
+
+</social_b>
+
+<pace_c label="Pace/Patience (C) Signals">
+
+**High C indicators (right of arrow):**
+- Thoughtful pauses before answering
+- Asks for clarification, wants to understand fully
+- Structured, methodical responses
+- Mentions preferring stable environments
+- Describes careful, deliberate decision-making
+- Discomfort with hypotheticals or rapid-fire questions
+- References to planning, preparation
+- Prefers one topic at a time
+
+**Low C indicators (left of arrow):**
+- Rapid responses, quick wit
+- Interrupts or finishes interviewer's sentences
+- Topic-jumps, tangential connections
+- Mentions thriving under pressure, deadlines
+- Comfortable with ambiguity and pivots
+- Describes multitasking positively
+- Energy increases with urgency
+- Short attention span for detailed questions
+
+**Confidence modifiers:**
+- HIGH confidence: Consistent pace throughout interview
+- MEDIUM confidence: Interview pressure may affect natural pace
+- LOW confidence: Phone vs in-person may show different C
+
+</pace_c>
+
+<conformity_d label="Conformity/Detail (D) Signals">
+
+**High D indicators (right of arrow):**
+- Precise language, specific numbers and dates
+- References rules, processes, best practices
+- Structured answers following question format
+- Mentions quality, accuracy, standards
+- Asks about company processes, documentation
+- Describes checking work, seeking feedback
+- Uses technical terms correctly and consistently
+- Follows interview structure carefully
+
+**Low D indicators (left of arrow):**
+- Big-picture answers, approximations
+- Comfortable with "it depends" responses
+- Creative interpretations of questions
+- Mentions flexibility, adaptability
+- Skeptical of rigid processes
+- Focuses on outcomes over methods
+- May challenge question premises
+- Unstructured, flowing responses
+
+**Confidence modifiers:**
+- HIGH confidence: Consistent precision (or lack of) across topics
+- MEDIUM confidence: Higher precision in domain expertise areas
+- LOW confidence: May mask natural D to appear more flexible
+
+</conformity_d>
+
+<logic_l label="Logic (L) Signals">
+
+Note: L uses absolute values (not relative to arrow).
+
+**High L indicators (7-10):**
+- Data-driven reasoning: "The numbers showed..."
+- Logical frameworks: "First... then... therefore..."
+- Emotion-neutral language
+- Focuses on facts over feelings
+- Analytical approach to problems
+- May seem detached when discussing difficult situations
+- Questions based on data or evidence
+
+**Low L indicators (0-3):**
+- Values-driven language: "It felt right..."
+- Emotional context in stories
+- Empathy-focused responses
+- Describes gut feelings, intuition
+- People-impact framing
+- May get emotional discussing meaningful work
+- Questions based on culture, values, impact
+
+**Moderate L (4-6):**
+- Blends logic and emotion contextually
+- Adapts framing to situation
+- Can argue both sides
+
+</logic_l>
+
+<ingenuity_i label="Ingenuity (I) Signals">
+
+Note: I uses absolute values (not relative to arrow).
+
+**High I indicators (7-10):**
+- Novel approaches to problems
+- Questions assumptions, challenges status quo
+- Connects unrelated concepts
+- Describes inventing solutions
+- Mentions boredom with routine
+- Creative reframing of questions
+- Original examples, not textbook answers
+
+**Low I indicators (0-3):**
+- Conventional approaches, proven methods
+- References industry standards, best practices
+- Prefers established processes
+- Practical, grounded solutions
+- Describes following playbooks successfully
+- May seem less creative but highly reliable
+
+**Moderate I (4-6):**
+- Creative within constraints
+- Innovates when necessary, follows when appropriate
+
+</ingenuity_i>
+
+</trait_signals>
+
+<pattern_combinations>
+
+Look for trait combinations that suggest patterns:
+
+| Signal Cluster | Likely Pattern |
+|----------------|----------------|
+| High A + Low B + rapid pace + big-picture | Architect/Visionary |
+| High A + High B + rapid pace | Rainmaker/Persuader |
+| Low B + deliberate pace + precise | Scholar/Specialist |
+| Low A + High B + deliberate | Accommodator |
+| Low A + Low B + precise | Technical Expert |
+
+</pattern_combinations>
+
+<transcript_analysis_tips>
+
+**When analyzing transcripts:**
+
+1. **Count language patterns** - "I" vs "we", precise vs approximate
+2. **Note energy shifts** - What topics animate them? What topics flatten them?
+3. **Watch for consistency** - Same signals across different questions?
+4. **Consider context** - Technical questions vs behavioral questions
+5. **Flag uncertainties** - Note where evidence is weak
+
+**Red flags for confidence:**
+- Candidate clearly in "interview mode" (performing)
+- Very short interview (insufficient data)
+- Interviewer dominated conversation
+- Technical-only questions (limited behavioral data)
+
+</transcript_analysis_tips>
+
+<output_format>
+
+When predicting traits from transcripts, output:
+
+```
+## Predicted Culture Index Profile: [Candidate Name]
+
+### Trait Predictions
+| Trait | Predicted Position | Confidence | Key Evidence |
+|-------|-------------------|------------|--------------|
+| A | High/Low/Norm | H/M/L | "Quote..." |
+| B | High/Low/Norm | H/M/L | "Quote..." |
+| C | High/Low/Norm | H/M/L | "Quote..." |
+| D | High/Low/Norm | H/M/L | "Quote..." |
+| L | Score (0-10) | H/M/L | "Quote..." |
+| I | Score (0-10) | H/M/L | "Quote..." |
+
+### Predicted Pattern
+[Pattern name] - [Confidence]
+
+### Evidence Summary
+[2-3 sentences on strongest signals]
+
+### Uncertainty Areas
+[Where more data would help]
+
+### Caveats
+- Interview behavior may differ from natural behavior
+- Actual CI survey will be administered after offer
+- This prediction is a hypothesis, not a diagnosis
+```
+
+</output_format>