@elizaos/skills 2.0.0-alpha.3

package/skills/security-culture-index/skills/interpreting-culture-index/references/secondary-traits.md

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+<overview>
+
+Secondary traits (EU, L, I) supplement the primary traits. L and I are unique: they use **absolute values** and CAN be compared directly between people.
+
+</overview>
+
+<trait name="EU" label="Energy Units">
+
+Measures **mental stamina** - how long a person can work before needing a short 5-10 minute mental break to recharge. If they don't take that break, they operate in a mentally fatigued state (frustrated, lacking clarity, missing things).
+
+<important_note>
+EU is NOT:
+- Physical energy
+- Work ethic
+- Intelligence or capability
+</important_note>
+
+<interpretation>
+
+| Range | Label | Management Approach |
+|-------|-------|---------------------|
+| 0-10 | **Potentially avoidant** | Flag for review - may need hand-scoring |
+| 11-19 | Lower EU | Prioritize important work first thing in morning, earlier in week |
+| 20-40 | Most common for executives | Regular short breaks throughout day (4-5 per 10-hour day) |
+| 41-60 | Above average | Longer sustained focus possible |
+| 61-80 | High ("energizer bunnies") | As mentally fresh at 9pm as 9am; watch for late-night emails |
+
+</interpretation>
+
+<avoidant_responses>
+
+If EU is 0-10, flag for review. Common causes:
+1. Didn't read instructions - selected one word per column
+2. Interrupted before completing
+3. Took survey in non-native language
+4. Overly guarded/skeptical - trust issue ("How will this be used against me?")
+5. Below 8th grade reading level
+
+**If multiple direct reports return avoidant:** Look at the manager - "Why do you have a culture of fear or mistrust?"
+
+</avoidant_responses>
+
+<energy_drain>
+
+**Critical insight**: Living in your TOP graph (natural traits) does NOT drain EU - it's effortless.
+
+What DRAINS EU is behavior modification - when your bottom graph differs from your top graph, you're expending mental energy to "act" differently than you're wired.
+
+</energy_drain>
+
+<utilization_formula>
+
+**Compare EU between Survey and Job using:**
+
+```
+Energy Utilization = (Job EU / Survey EU) × 100
+```
+
+| Utilization | Signal | Meaning |
+|-------------|--------|---------|
+| 70-130% | Healthy | Sustainable workload alignment |
+| >130% | **STRESS** | Good stress (self-induced caring) OR bad stress (overutilization). Burnout risk. |
+| <70% | **FRUSTRATION** | Disengaged, apathetic, going through motions, underutilized, bored. **Flight risk.** |
+
+**Example**: Survey EU = 41, Job EU = 31. Utilization = 31/41 = 75%. Approaching check-engine-light zone for frustration/disengagement.
+
+</utilization_formula>
+
+<stress_types>
+
+**>130% Stress Types:**
+- **Good stress (self-induced)**: "I really care about this company, I love what I do" - but still potential for burnout and health issues if sustained 3-6 months
+- **Bad stress (overutilization)**: Loaded with too much work, or work requires too much behavior modification
+
+**<70% Frustration:** Work doesn't quite fit them. Might have a lot to do, but the work doesn't match their traits. Not punching eject yet, but getting close.
+
+</stress_types>
+
+<resurvey_cadence>
+
+Job behaviors should be resurveyed biannually. Don't make decisions on stale data (18+ months old).
+
+</resurvey_cadence>
+
+</trait>
+
+<trait name="L" color="purple" label="Logic">
+
+Measures how a person receives and processes new information - the first filter when receiving new information, especially sensitive information. **Also measures self-esteem** - the lower the logic, the lower the self-esteem.
+
+<important_note>
+L uses **absolute values**. You CAN compare L scores directly between people.
+Logic 8 means "High Logic" regardless of arrow position.
+</important_note>
+
+<interpretation>
+
+| Score | Label | Behavior |
+|-------|-------|----------|
+| 0-2 | Low Logic | Emotional, sensitive, heartfelt, passionate; emotions filter information first |
+| 3-7 | Normative | Emotionally available competency - balanced head and heart working in tandem |
+| 8-10 | High Logic | Rational, logical, black/white; high emotional compartmentalization; detach in the moment |
+
+</interpretation>
+
+<low_logic range="0-2">
+
+**Characteristics:**
+- Lack emotional control in the moment - first response may be chemically induced, not fact-based
+- Introduces unpredictability - irrational in-the-moment decision making
+- Can have high self-confidence (A) but low self-esteem simultaneously
+
+**Benefit:** Emotional attachment can drive extraordinary results (Olympians, entrepreneurs)
+
+**Managing Low Logic:**
+- Don't say "calm down"
+- Create distance - "Let's talk at 4pm today"
+- They'll meet you as an adult once emotions settle
+
+</low_logic>
+
+<normative_logic range="3-7">
+
+- Natural EQ - emotionally available but not governed by emotions
+- 3-4: Lead more heart than head, but not disconnected from rational thought
+- 5: Dead smack in the middle
+- 6-7: Lead more head than heart
+
+</normative_logic>
+
+<high_logic range="8-10">
+
+**Characteristics:**
+- Clear thinking when things are hitting the fan
+- Complete separation from emotions; tough situations don't phase them
+
+**Watch:** Can come across cold, detached, insensitive. "Toughens the dots up."
+
+**Combination note:** High B + Logic 10 = outgoing but can say insensitive things (a bit of an "ahole factor")
+
+**Combination note:** Low B + Logic 10 = "sensitivity is not going to be your strong suit"
+
+</high_logic>
+
+<job_behavior_signal>
+
+When a high logic person (9-10) drops their logic in job behaviors (to 4-5), it's almost always an indication of **people-related challenges**. They're trying to be more emotionally open because they've been told they're too cold/detached.
+
+</job_behavior_signal>
+
+</trait>
+
+<trait name="I" color="cyan" label="Ingenuity">
+
+Measures raw inventiveness and spatial reasoning - how detached from reality someone thinks. "Clever or original thinking."
+
+<important_note>
+I uses **absolute values**. You CAN compare I scores directly between people.
+Ingenuity 8 means "High Ingenuity" regardless of arrow position.
+</important_note>
+
+<interpretation>
+
+| Score | Label | Behavior |
+|-------|-------|----------|
+| 0-2 | Low Ingenuity | **Most common score**. Linear, practical, grounded. If it doesn't exist, need to touch/see/feel/experience it. |
+| 3-6 | Occasional | Occasional moments of inspiration - looking at things in a more layered, original way. |
+| 7-10 | High Ingenuity | Ingenious, inventive, eccentric, multidimensional thinkers. Detached from reality. |
+
+</interpretation>
+
+<the_pen_test>
+
+Ask what a pen is:
+- Low ingenuity (0-2): "It's a pen."
+- High ingenuity (9): "It's how we pump oil in Texas. A window into another world. Executive decision-making. A weapon."
+- Low ingenuity response to high ingenuity: "No, moron. It's a freaking pen."
+
+</the_pen_test>
+
+<high_ingenuity range="7-10">
+
+**Where it helps:**
+- New business lines and revenue opportunities
+- Creative proposals
+- R&D
+- Creative marketing
+- Don't see limitations - experimental, try unconventional approaches
+
+**Watch for:**
+- Can be distracting with constant weird ideas
+- Not all ideas monetizable - need A trait to commercialize
+- Especially disruptive if in position to initiate ideas
+
+</high_ingenuity>
+
+<low_ingenuity range="0-2">
+
+**Most common score.** Not a negative - indicates practical, grounded thinking.
+
+**Note:** Single-tail IQ correlation. High I → likely high IQ. However, low I does NOT mean low IQ - plenty of certified geniuses have low ingenuity scores.
+
+</low_ingenuity>
+
+<job_behavior_signal>
+
+When a low ingenuity person raises their ingenuity in job behaviors, the traditional approach is not working. They're trying to figure out a more inventive way to handle something they're stuck on.
+
+</job_behavior_signal>
+
+</trait>
+
+<confidence_sources>
+
+Culture Index identifies three sources of confidence, each tied to a trait:
+
+| Trait | Confidence Source | Description |
+|-------|-------------------|-------------|
+| High A | Inner self-confidence | Belief in self regardless of circumstances. "I believe I'll win." Can be in a hitting slump and picks themselves up by bootstraps. |
+| High B | Social confidence | Confidence from ability to influence and connect. If people don't respond, starts questioning self. High A + High B can fall back on A's self-confidence. |
+| High D | Knowledge/Expertise confidence | "If I know it, I know it." Confidence rooted in mastery and competency. Great vetters. |
+
+**Confidence recovery:**
+- High A's recover by getting back in the winner's circle (stack easy wins)
+- High B's recover through relationship reconnection
+- High D's recover through acquiring more knowledge/training
+
+</confidence_sources>

package/skills/security-culture-index/skills/interpreting-culture-index/references/team-composition.md

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+<overview>
+
+Every team needs the right mix of Gas, Brake, and Glue for its current needs. The ratio depends on the season of business, the function, and current gaps.
+
+</overview>
+
+<gas_brake_glue>
+
+| Role | Trait | Function | Too Little | Too Much |
+|------|-------|----------|------------|----------|
+| **Gas Pedal** | High A | Growth, risk-taking, innovation, driving results | Stagnation, waiting around, no decisive action | Chaos, recklessness, burnout |
+| **Brake Pedal** | High D | Risk aversion, quality control, compliance, finishing | Erosion, mistakes, lawsuits, quality issues | Paralysis, perfectionism, can't ship |
+| **Glue** | High B | Relationships, morale, optimism, "fun part of the zoo" | Root canal culture, morale problems, no fun | All talk, no action, groupthink |
+
+</gas_brake_glue>
+
+<diagnostic_questions>
+
+| Symptom | Likely Gap |
+|---------|------------|
+| Lacking growth, decisive action, or strategic problem-solving | Not enough high A (Gas) |
+| Morale sucks, culture feels like a root canal, no fun | Not enough high B (Glue) |
+| Quality erosion, mistakes, compliance issues | Not enough high D (Brake) |
+| Chaos, recklessness, burnout, no follow-through | Too much Gas, not enough Brake |
+| Paralysis, perfectionism, can't ship anything | Too much Brake, not enough Gas |
+| All talk, no action, groupthink, avoiding hard decisions | Too much Glue, not enough Gas |
+
+</diagnostic_questions>
+
+<business_season>
+
+The ideal balance depends on what the team/company needs now:
+
+| Season | Priority | What You Need |
+|--------|----------|---------------|
+| **High-growth / Turnaround** | Gas | Drivers and risk-takers. High A's who will push through. |
+| **Consolidation / Stability** | Brake | Quality and consistency. High D's who ensure nothing breaks. |
+| **Culture Building** | Glue | Relationship builders. High B's who create positive environment. |
+| **Complex Operations** | Brake + Glue | Precision and collaboration. Need both quality control and team cohesion. |
+| **Innovation / R&D** | Gas + Low D | Risk-takers who experiment. High A + Low D = willingness to fail fast. |
+| **Compliance-Heavy** | Brake | High D's who follow rules precisely. Risk aversion is a feature. |
+
+</business_season>
+
+<function_needs>
+
+Different functions naturally need different balances:
+
+| Function | Primary Need | Why |
+|----------|-------------|-----|
+| Sales | Gas (High A) | Drive results, close deals, push through objections |
+| Engineering | Brake (High D) | Quality code, attention to detail, systematic approach |
+| Customer Success | Glue (High B) | Relationships, retention, advocacy |
+| Operations | Brake (High D) | Consistency, reliability, process adherence |
+| Marketing (Creative) | Gas + Low D | Innovation, experimentation, bold ideas |
+| Finance | Brake (High D) | Accuracy, compliance, risk management |
+| HR | Glue (High B) | Culture, relationships, employee advocacy |
+| Executive Team | Balanced | Need all three: drive (Gas), quality (Brake), culture (Glue) |
+
+</function_needs>
+
+<c_trait_team_impact>
+
+C (Pace/Patience) affects team dynamics beyond Gas/Brake/Glue:
+
+| Team Pattern | Implication |
+|--------------|-------------|
+| Mostly Low C | Fast-moving, urgent, may create unnecessary chaos. Need someone to slow things down occasionally. |
+| Mostly High C | Steady, patient, but may resist change. Need someone to push urgency when required. |
+| Mixed C | Natural tension between fast and slow movers. Can be healthy friction if managed. |
+
+**Considerations:**
+- If major projects require urgent pivots → need some Low C
+- If major projects require sustained focus → need some High C
+- Pairing Low C with High C can create complementary partnerships (one pushes, one steadies)
+
+</c_trait_team_impact>
+
+<a_vs_b_team_balance>
+
+Team-wide task vs people orientation:
+
+| Pattern | Implication |
+|---------|-------------|
+| A > B (most people) | Task-focused, results-driven. May neglect relationships and culture. Risk of burnout and turnover. |
+| B > A (most people) | People-focused, harmonious. May avoid tough decisions and underperform on results. |
+| Mixed A/B | Healthy tension. Task drivers balanced by relationship builders. |
+
+</a_vs_b_team_balance>
+
+<hiring_to_fill_gaps>
+
+When hiring to fill a gap, specify the ideal profile:
+
+**Gap: Not enough Gas**
+```
+Ideal Hire Pattern:
+- A: High (right of arrow) - drives results, takes initiative
+- B: Any (based on role) - depends on whether role is people-facing
+- C: Low preferred - urgency and pace
+- D: Any (consider existing Brake capacity)
+```
+
+**Gap: Not enough Brake**
+```
+Ideal Hire Pattern:
+- A: Any - Low A + High D = specialist optimizer
+- B: Any (based on role)
+- C: High preferred - patience for detailed work
+- D: High (right of arrow) - quality focus, follow-through
+```
+
+**Gap: Not enough Glue**
+```
+Ideal Hire Pattern:
+- A: Any - Low A + High B = collaborative culture builder
+- B: High (right of arrow) - relationship builder
+- C: Any (based on role pace)
+- D: Any
+```
+
+</hiring_to_fill_gaps>
+
+<conflict_pairs>
+
+Trait combinations that create friction on teams:
+
+| Combination | Friction Point | Mitigation |
+|-------------|----------------|------------|
+| High A vs High A | Power struggles, both want to lead | Clear role delineation, separate domains |
+| High A vs Low A | Independence vs collaboration | High A provides direction, respects Low A's process |
+| High B vs Low B | Social needs mismatch | High B allows Low B alone time; Low B participates minimally |
+| High C vs Low C | Pace/urgency mismatch | Low C respects focus time; High C accepts some urgency |
+| High D vs Low D | Detail orientation clash | High D accepts "good enough"; Low D follows through |
+| High D vs High D | Both perfectionist, both critical | Can be excellent partnership if aligned on standards |
+
+</conflict_pairs>
+
+<remote_team_considerations>
+
+For remote/distributed teams:
+
+- **Glue is even more critical** - Without casual office interactions, High B's are essential for maintaining culture
+- **Low B's thrive** - Remote work is natural for those who prefer isolation
+- **Low C's may struggle** - Harder to get immediate responses, may feel urgency isn't matched
+- **High D's need clear processes** - More documentation, explicit SOPs for remote work
+
+</remote_team_considerations>

package/skills/security-culture-index/skills/interpreting-culture-index/scripts/check_deps.py

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+#!/usr/bin/env python3
+# /// script
+# requires-python = ">=3.11"
+# dependencies = []
+# ///
+"""Check that all dependencies for Culture Index extraction are installed.
+
+Usage:
+    uv run check_deps.py
+
+Exit codes:
+    0 - All dependencies installed
+    1 - Missing dependencies (details printed to stderr)
+"""
+
+from __future__ import annotations
+
+import shutil
+import sys
+
+
+def check_python_packages() -> list[str]:
+    """Check for required Python packages.
+
+    Returns:
+        List of missing package names.
+    """
+    missing = []
+
+    try:
+        import cv2  # noqa: F401
+    except ImportError:
+        missing.append("opencv-python-headless")
+
+    try:
+        import numpy  # noqa: F401
+    except ImportError:
+        missing.append("numpy")
+
+    try:
+        import pdf2image  # noqa: F401
+    except ImportError:
+        missing.append("pdf2image")
+
+    try:
+        import pytesseract  # noqa: F401
+    except ImportError:
+        missing.append("pytesseract")
+
+    return missing
+
+
+def check_system_deps() -> list[str]:
+    """Check for required system dependencies.
+
+    Returns:
+        List of missing system dependency names.
+    """
+    missing = []
+
+    # Check for poppler (pdftoppm command)
+    if not shutil.which("pdftoppm"):
+        missing.append("poppler")
+
+    # Check for tesseract
+    if not shutil.which("tesseract"):
+        missing.append("tesseract")
+
+    return missing
+
+
+def main() -> int:
+    """Check all dependencies and report status.
+
+    Returns:
+        Exit code (0 = success, 1 = missing dependencies).
+    """
+    missing_python = check_python_packages()
+    missing_system = check_system_deps()
+
+    if not missing_python and not missing_system:
+        print("All dependencies installed.", file=sys.stderr)
+        return 0
+
+    print("Missing dependencies:", file=sys.stderr)
+
+    if missing_python:
+        print(f"\n  Python packages: {', '.join(missing_python)}", file=sys.stderr)
+        print("  Install with: uv pip install .", file=sys.stderr)
+
+    if missing_system:
+        print(f"\n  System tools: {', '.join(missing_system)}", file=sys.stderr)
+        if "poppler" in missing_system:
+            print(
+                "    poppler: brew install poppler (macOS) or apt install poppler-utils",
+                file=sys.stderr,
+            )
+        if "tesseract" in missing_system:
+            print(
+                "    tesseract: brew install tesseract (macOS) or apt install tesseract-ocr",
+                file=sys.stderr,
+            )
+
+    return 1
+
+
+if __name__ == "__main__":
+    sys.exit(main())

package/skills/security-culture-index/skills/interpreting-culture-index/scripts/culture_index/__init__.py

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+"""Culture Index PDF extraction tools.
+
+This package provides tools for extracting Culture Index employee profile
+data from PDF files and converting them to JSON format with interpretations.
+"""
+
+from culture_index.constants import ARCHETYPES
+from culture_index.extract import generate_json, process_pdf
+from culture_index.models import ExtractionResult
+from culture_index.opencv_extractor import extract_with_opencv
+
+__version__ = "0.1.0"
+
+__all__ = [
+    "ARCHETYPES",
+    "ExtractionResult",
+    "extract_with_opencv",
+    "generate_json",
+    "process_pdf",
+]

package/skills/security-culture-index/skills/interpreting-culture-index/scripts/culture_index/constants.py

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+"""Configuration constants for Culture Index extraction.
+
+Contains OpenCV calibration values for extracting trait data from PDF charts.
+"""
+
+# =============================================================================
+# OpenCV Extraction Constants (calibrated for 300 DPI landscape Culture Index PDFs)
+# =============================================================================
+
+# Chart region boundaries as percentage of image height
+# Survey Traits chart: ~26-50% of page height
+# Job Behaviors chart: ~63-87% of page height
+OPENCV_SURVEY_Y_START = 0.25
+OPENCV_SURVEY_Y_END = 0.51
+OPENCV_JOB_Y_START = 0.62
+OPENCV_JOB_Y_END = 0.88
+
+# X-axis calibration in pixels (at 300 DPI, landscape ~3300px width)
+# Charts occupy left ~60% of page
+# Position 0 is at x=686, position 10 is at x=1994 (130.8 px per unit)
+OPENCV_CHART_X_START = 686
+OPENCV_CHART_X_END = 1994
+
+# EU text region: left of chart grid where "EU = XX" appears
+OPENCV_EU_REGION_X_START = 0
+OPENCV_EU_REGION_X_END = 686
+
+# Header dots filter: decorative archetype color dots at top (not trait data)
+# Header dots are at ~11% of page height
+OPENCV_HEADER_DOT_Y_MAX = 0.12
+
+# Metadata column (right side of page, avoid chart overlap)
+OPENCV_METADATA_X_START = 0.65  # 65% of page width (further right to avoid chart)
+OPENCV_METADATA_Y_START = 0.08
+OPENCV_METADATA_Y_END = 0.55
+
+# Header regions (top-left area)
+OPENCV_NAME_REGION_Y_END = 0.06
+OPENCV_COMPANY_REGION_Y_END = 0.10
+OPENCV_ARCHETYPE_REGION_Y_END = 0.18
+
+# HSV color detection thresholds
+# Saturation and value must exceed these to be considered a colored element
+OPENCV_SATURATION_MIN = 80
+OPENCV_VALUE_MIN = 80
+
+# Arrow detection: bright red with high saturation/value
+# Distinguishes red arrow from dark maroon A-trait dot
+OPENCV_ARROW_SAT_MIN = 150
+OPENCV_ARROW_VAL_MIN = 150
+OPENCV_ARROW_HUE_LOW = 8  # Red wraps around 0/180
+OPENCV_ARROW_HUE_HIGH = 175
+
+# Element area thresholds in pixels
+OPENCV_MIN_CONTOUR_AREA = 100  # Ignore tiny noise
+OPENCV_DOT_AREA_MIN = 500  # Trait dots are larger
+OPENCV_DOT_AREA_MAX = 8000
+OPENCV_ARROW_AREA_MIN = 200
+OPENCV_ARROW_AREA_MAX = 5000
+
+# Arrow shape: must be tall and thin (width/height < 0.3, height > 50px)
+OPENCV_ARROW_ASPECT_MAX = 0.3
+OPENCV_ARROW_MIN_HEIGHT = 50
+
+# Dot shape: roughly circular (aspect ratio between 0.3 and 3.0)
+OPENCV_DOT_ASPECT_MIN = 0.3
+OPENCV_DOT_ASPECT_MAX = 3.0
+
+# Hue ranges for trait colors (OpenCV uses 0-180 for hue)
+# A (maroon/dark red): hue >= 165 or hue <= 5 with large area
+OPENCV_HUE_A_HIGH = 165
+OPENCV_HUE_A_LOW = 5
+OPENCV_A_MIN_AREA = 1500  # A dots are larger than noise
+
+# B (yellow): hue 15-35
+OPENCV_HUE_B_MIN = 15
+OPENCV_HUE_B_MAX = 35
+
+# C (blue): hue 105-115
+OPENCV_HUE_C_MIN = 105
+OPENCV_HUE_C_MAX = 115
+
+# D (green): hue 65-85
+OPENCV_HUE_D_MIN = 65
+OPENCV_HUE_D_MAX = 85
+
+# L (purple/magenta): hue 135-165
+OPENCV_HUE_L_MIN = 135
+OPENCV_HUE_L_MAX = 165
+
+# I (cyan): hue 85 to C_MIN (uses C_MIN as upper bound to avoid overlap)
+OPENCV_HUE_I_MIN = 85
+
+# =============================================================================
+# Culture Index Archetypes (known valid values from profiles)
+# =============================================================================
+
+# Archetypes observed in actual Culture Index PDFs
+# Used by opencv_extractor.py for OCR matching
+ARCHETYPES = [
+    # From actual profiles
+    "Administrator",
+    "Architect",
+    "Chameleon",
+    "Coordinator",
+    "Craftsman",
+    "Debater",
+    "Enterpriser",
+    "Facilitator",
+    "Influencer",
+    "Philosopher",
+    "Rainmaker",
+    "Scholar",
+    "Socializer",
+    "Specialist",
+    "Technical Expert",
+    "Traditionalist",
+    # From methodology documentation
+    "Accommodator",
+    "Persuader",
+    "Visionary",
+]