@elizaos/skills 2.0.0-alpha.3

package/skills/security-culture-index/skills/interpreting-culture-index/templates/predicted-profile.md

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+# Predicted Profile Template
+
+Copy and fill this template when predicting Culture Index traits from interview transcripts.
+
+---
+
+## Predicted Culture Index Profile: [Candidate Name]
+
+**Analysis Date:** [Date]
+**Analyzed By:** [Name/Claude]
+**Overall Confidence:** [High/Medium/Low]
+
+### Transcript Sources
+
+| Interview | Duration | Interviewer(s) | Topics Covered |
+|-----------|----------|----------------|----------------|
+| [Type] | [mins] | [Names] | [Topics] |
+| [Type] | [mins] | [Names] | [Topics] |
+
+**Total Interview Data:** [X] minutes across [Y] interviews
+
+### Trait Predictions
+
+| Trait | Predicted Position | Confidence | Key Evidence |
+|-------|-------------------|------------|--------------|
+| A (Autonomy) | [High/Low/Norm] | [H/M/L] | "[Supporting quote]" |
+| B (Social) | [High/Low/Norm] | [H/M/L] | "[Supporting quote]" |
+| C (Pace) | [High/Low/Norm] | [H/M/L] | "[Supporting quote]" |
+| D (Conformity) | [High/Low/Norm] | [H/M/L] | "[Supporting quote]" |
+| L (Logic) | [0-10 estimate] | [H/M/L] | "[Supporting quote]" |
+| I (Ingenuity) | [0-10 estimate] | [H/M/L] | "[Supporting quote]" |
+
+### Predicted Pattern
+
+**Pattern:** [Pattern name, if identifiable]
+
+**Confidence:** [High/Medium/Low/Insufficient data]
+
+**Pattern Description:** [1-2 sentence description of what this pattern means]
+
+### Strongest Signals
+
+These predictions have the highest confidence:
+
+1. **[Trait]:** [Evidence summary]
+   - Quote: "[Direct quote from transcript]"
+   - Context: [What prompted this response]
+
+2. **[Trait]:** [Evidence summary]
+   - Quote: "[Direct quote from transcript]"
+   - Context: [What prompted this response]
+
+### Uncertainty Areas
+
+These predictions have lower confidence and should be verified:
+
+| Trait | Prediction | Why Uncertain |
+|-------|------------|---------------|
+| [Trait] | [prediction] | [Limited data / mixed signals / interview context] |
+| [Trait] | [prediction] | [Limited data / mixed signals / interview context] |
+
+### Evidence Analysis by Trait
+
+#### A (Autonomy) Analysis
+
+| Signal Type | High A Evidence | Low A Evidence |
+|-------------|-----------------|----------------|
+| Pronouns | [I vs We usage] | [I vs We usage] |
+| Credit | [Takes/deflects] | [Takes/deflects] |
+| Initiative | [Examples] | [Examples] |
+| Questions | [Reframes/clarifies] | [Reframes/clarifies] |
+
+**A Prediction:** [High/Low/Norm] at [confidence]
+
+#### B (Social) Analysis
+
+| Signal Type | High B Evidence | Low B Evidence |
+|-------------|-----------------|----------------|
+| Rapport | [Examples] | [Examples] |
+| Stories | [People/task focus] | [People/task focus] |
+| Verbosity | [Verbose/brief] | [Verbose/brief] |
+| Energy | [Animated/reserved] | [Animated/reserved] |
+
+**B Prediction:** [High/Low/Norm] at [confidence]
+
+#### C (Pace) Analysis
+
+| Signal Type | High C Evidence | Low C Evidence |
+|-------------|-----------------|----------------|
+| Response speed | [Examples] | [Examples] |
+| Structure | [Methodical/jumps] | [Methodical/jumps] |
+| Ambiguity | [Clarifies/comfortable] | [Clarifies/comfortable] |
+| Change | [Prefers stability/pivots] | [Prefers stability/pivots] |
+
+**C Prediction:** [High/Low/Norm] at [confidence]
+
+#### D (Conformity) Analysis
+
+| Signal Type | High D Evidence | Low D Evidence |
+|-------------|-----------------|----------------|
+| Precision | [Specific/approximate] | [Specific/approximate] |
+| Process | [Rules/creative] | [Rules/creative] |
+| Answers | [Structured/flowing] | [Structured/flowing] |
+| Standards | [References quality] | [References outcomes] |
+
+**D Prediction:** [High/Low/Norm] at [confidence]
+
+### Interview Context Factors
+
+Factors that may have affected the interview behavior:
+
+| Factor | Impact | Adjustment |
+|--------|--------|------------|
+| Interview stress | [High/Medium/Low] | [How it may have affected] |
+| Performance mode | [Detected/Not detected] | [How it may have affected] |
+| Topic coverage | [Comprehensive/Limited] | [Gaps in assessment] |
+| Interviewer style | [Note any impacts] | [How it may have affected] |
+
+### Comparison to Role Profile
+
+*(If hiring profile exists)*
+
+| Trait | Predicted | Required | Match |
+|-------|-----------|----------|-------|
+| A | [pred] | [req] | [Y/N/~] |
+| B | [pred] | [req] | [Y/N/~] |
+| C | [pred] | [req] | [Y/N/~] |
+| D | [pred] | [req] | [Y/N/~] |
+
+**Overall Role Fit:** [Strong/Moderate/Weak]
+
+### Red Flag Check
+
+| Red Flag for Role | Predicted Trait | Hit? |
+|-------------------|-----------------|------|
+| [Red flag 1] | [prediction] | [Y/N] |
+| [Red flag 2] | [prediction] | [Y/N] |
+
+### Recommended Next Steps
+
+Based on this predicted profile:
+
+1. [ ] [Next step based on predictions]
+2. [ ] [Next step based on predictions]
+3. [ ] [Next step based on predictions]
+
+### Areas to Verify with Actual CI
+
+When the actual Culture Index survey is administered after offer acceptance, pay special attention to:
+
+1. **[Trait]:** Predicted [position] at [confidence] - verify this prediction
+2. **[Trait]:** [Specific uncertainty to verify]
+3. **[Any trait critical for role fit]**
+
+### Important Caveats
+
+- **This is a prediction, not a diagnosis.** Interview behavior may differ from natural behavior.
+- **Interview stress affects presentation.** Some traits may be masked or amplified.
+- **Actual CI survey will be administered** after offer is signed and before start date.
+- **Use for preliminary assessment only.** Do not treat predictions as definitive.
+- **Technical skills, experience, and culture fit** still matter independently of CI.
+
+---
+
+*Prediction methodology based on interview-trait-signals reference. Confidence levels: High = consistent signals across multiple questions; Medium = some supporting evidence; Low = limited data or mixed signals.*

package/skills/security-culture-index/skills/interpreting-culture-index/templates/team-report.md

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+# Team Composition Report Template
+
+Copy and fill this template when analyzing team composition using Culture Index profiles.
+
+---
+
+## Team Composition Analysis: [Team Name]
+
+**Date:** [Date]
+**Team Size:** [X] members
+**Business Stage:** [Growth/Consolidation/Turnaround/Stability]
+
+### Team Roster
+
+| Name | Pattern | A | B | C | D | Primary Role | EU Status |
+|------|---------|---|---|---|---|--------------|-----------|
+| [Name] | [Pattern] | [pos] | [pos] | [pos] | [pos] | [Gas/Brake/Glue] | [Healthy/Stress/Frustration] |
+| [Name] | [Pattern] | [pos] | [pos] | [pos] | [pos] | [Gas/Brake/Glue] | [Healthy/Stress/Frustration] |
+| [Name] | [Pattern] | [pos] | [pos] | [pos] | [pos] | [Gas/Brake/Glue] | [Healthy/Stress/Frustration] |
+
+### Gas / Brake / Glue Balance
+
+| Role | Count | Members | Assessment |
+|------|-------|---------|------------|
+| **Gas** (High A) | [X] | [Names] | [Sufficient/Insufficient/Excess] |
+| **Brake** (High D) | [X] | [Names] | [Sufficient/Insufficient/Excess] |
+| **Glue** (High B) | [X] | [Names] | [Sufficient/Insufficient/Excess] |
+
+### Balance Assessment
+
+**Current state:**
+- Gas (High A): [count] - [assessment]
+- Brake (High D): [count] - [assessment]
+- Glue (High B): [count] - [assessment]
+
+**For [Business Stage], the team needs:**
+- [More/Less/Same] Gas
+- [More/Less/Same] Brake
+- [More/Less/Same] Glue
+
+### Identified Gaps
+
+| Gap | Impact | Priority |
+|-----|--------|----------|
+| [Gap 1] | [Impact description] | [High/Medium/Low] |
+| [Gap 2] | [Impact description] | [High/Medium/Low] |
+
+### C Trait Distribution
+
+| Pattern | Count | Implication |
+|---------|-------|-------------|
+| Low C (Fast-paced) | [X] | [implication] |
+| High C (Steady) | [X] | [implication] |
+| Normative C | [X] | [implication] |
+
+**Assessment:** [Team is mostly fast/steady/mixed - implications]
+
+### A vs B Balance
+
+| Orientation | Count | Members |
+|-------------|-------|---------|
+| A > B (Task-focused) | [X] | [Names] |
+| B > A (People-focused) | [X] | [Names] |
+| A ≈ B (Balanced) | [X] | [Names] |
+
+**Assessment:** [Team is task/people/balanced - implications]
+
+### Potential Friction Points
+
+| Person A | Person B | Friction Source | Risk Level |
+|----------|----------|-----------------|------------|
+| [Name] | [Name] | [trait mismatch] | [High/Medium/Low] |
+| [Name] | [Name] | [trait mismatch] | [High/Medium/Low] |
+
+### Hiring Recommendations
+
+*(If gaps exist)*
+
+**Gap 1: [Gap description]**
+- Ideal Pattern: [Pattern name]
+- A: [High/Low/Normative] - [reason]
+- B: [High/Low/Normative] - [reason]
+- C: [High/Low/Normative] - [reason]
+- D: [High/Low/Normative] - [reason]
+
+### Team Strengths
+
+1. [Strength 1]
+2. [Strength 2]
+3. [Strength 3]
+
+### Watch Areas
+
+1. [Risk or watch area 1]
+2. [Risk or watch area 2]
+
+### Energy Status Overview
+
+| Status | Count | Members |
+|--------|-------|---------|
+| Healthy (70-130%) | [X] | [Names] |
+| Stress (>130%) | [X] | [Names] |
+| Frustration (<70%) | [X] | [Names] |
+
+**Team health:** [Overall assessment]
+
+---
+
+*Analysis uses Gas/Brake/Glue framework. Trait positions are relative to each person's arrow. Team composition recommendations depend on business stage and function.*

package/skills/security-culture-index/skills/interpreting-culture-index/workflows/analyze-team.md

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+<required_reading>
+
+**Read these reference files before analyzing:**
+1. `references/team-composition.md` - Gas/Brake/Glue framework
+2. `references/patterns-archetypes.md` - Pattern identification
+
+</required_reading>
+
+<process>
+
+**Step 1: Load All Team Profiles**
+
+Gather profiles for all team members. For each person, you need:
+- Name
+- Pattern/Archetype
+- Trait distances from arrow (A, B, C, D)
+- EU values (Survey and Job)
+
+**Step 2: Categorize Gas/Brake/Glue**
+
+For each team member, identify their primary role:
+
+| Role | Trait | Who Qualifies |
+|------|-------|---------------|
+| **Gas** | High A (right of arrow) | Drives growth, takes risks, initiates |
+| **Brake** | High D (right of arrow) | Controls quality, manages risk, finishes |
+| **Glue** | High B (right of arrow) | Builds culture, maintains morale, connects |
+
+Create a team roster:
+
+| Name | Pattern | Primary Role | Secondary Role |
+|------|---------|--------------|----------------|
+| ? | ? | Gas/Brake/Glue | ? |
+
+**Step 3: Assess Balance**
+
+Count roles:
+- Gas (High A): [X] people
+- Brake (High D): [X] people
+- Glue (High B): [X] people
+
+**Balance indicators:**
+
+| Symptom | Likely Gap |
+|---------|------------|
+| Lacking growth, decisive action, strategic problem-solving | Not enough Gas (High A) |
+| Morale issues, root canal culture, no fun | Not enough Glue (High B) |
+| Quality erosion, mistakes, compliance issues | Not enough Brake (High D) |
+| Chaos, recklessness, burnout | Too much Gas, not enough Brake |
+| Paralysis, perfectionism, can't ship | Too much Brake, not enough Gas |
+| All talk, no action, groupthink | Too much Glue, not enough Gas |
+
+**Step 4: Consider Business Season**
+
+The ideal balance depends on what the team/company needs now:
+
+| Season | Priority | Emphasis |
+|--------|----------|----------|
+| High-growth / Turnaround | Gas | Need drivers and risk-takers |
+| Consolidation / Stability | Brake | Need quality and consistency |
+| Culture Building | Glue | Need relationship builders |
+| Complex Operations | Brake + Glue | Need precision and collaboration |
+
+**Step 5: Identify Gaps**
+
+Based on balance assessment:
+
+```
+Current State:
+- Gas: [X] (sufficient/insufficient)
+- Brake: [X] (sufficient/insufficient)
+- Glue: [X] (sufficient/insufficient)
+
+Gap Analysis:
+- [Gap 1]: [Description and impact]
+- [Gap 2]: [Description and impact]
+```
+
+**Step 6: Check C Trait Distribution**
+
+C (Pace/Patience) affects team dynamics:
+
+| Pattern | Implication |
+|---------|-------------|
+| Mostly Low C | Fast-moving, urgent, may create chaos |
+| Mostly High C | Steady, patient, may resist change |
+| Mixed C | Natural tension between fast and slow |
+
+If major projects require urgent pivots → need some Low C.
+If major projects require sustained focus → need some High C.
+
+**Step 7: Review A vs B Balance**
+
+Team-wide task vs people orientation:
+
+| Pattern | Implication |
+|---------|-------------|
+| A > B (most people) | Task-focused, results-driven, may neglect relationships |
+| B > A (most people) | People-focused, harmonious, may avoid tough decisions |
+| Mixed | Healthy tension, can balance both |
+
+**Step 8: Flag Potential Conflicts**
+
+Trait combinations that create friction:
+
+| Combination | Friction Point |
+|-------------|----------------|
+| High A vs Low A | Independence vs collaboration expectations |
+| High B vs Low B | Social needs mismatch |
+| High C vs Low C | Pace/urgency mismatch |
+| High D vs Low D | Detail orientation mismatch |
+
+Identify specific pairs who may clash.
+
+**Step 9: Recommend Hires (if gaps exist)**
+
+For each gap, specify ideal profile:
+
+```
+Gap: [Missing role]
+Ideal Hire: [Pattern type]
+- A: [high/low/normative] - [reason]
+- B: [high/low/normative] - [reason]
+- C: [high/low/normative] - [reason]
+- D: [high/low/normative] - [reason]
+```
+
+**Step 10: Compile Team Analysis**
+
+```
+## Team Composition Analysis
+
+### Team Roster
+[Table of members with patterns and roles]
+
+### Balance Assessment
+- Gas (High A): [count] - [assessment]
+- Brake (High D): [count] - [assessment]
+- Glue (High B): [count] - [assessment]
+
+### Current Gaps
+1. [Gap and impact]
+2. [Gap and impact]
+
+### Potential Friction Points
+- [Person A] vs [Person B]: [reason]
+
+### Hiring Recommendations
+1. [Role needed]: [Pattern to seek]
+
+### Team Strengths
+1. [Strength 1]
+2. [Strength 2]
+
+### Watch Areas
+1. [Risk 1]
+2. [Risk 2]
+```
+
+</process>
+
+<anti_patterns>
+
+Avoid these team analysis mistakes:
+
+- **Seeking homogeneity**: Teams need diverse profiles, not clones
+- **Over-indexing on Gas**: High A's are hard to manage and may conflict
+- **Ignoring Brake**: Every team needs quality control and follow-through
+- **Neglecting Glue in remote teams**: High B's are critical for culture
+- **Using absolute values**: Always use distance from arrow for A, B, C, D
+
+</anti_patterns>
+
+<success_criteria>
+
+Team analysis is complete when:
+- [ ] All team members categorized by Gas/Brake/Glue
+- [ ] Balance assessed with specific counts
+- [ ] Business season considered
+- [ ] Gaps identified with impact
+- [ ] C trait distribution reviewed
+- [ ] A vs B balance assessed
+- [ ] Potential conflicts flagged
+- [ ] Hiring recommendations provided (if gaps exist)
+- [ ] Team strengths documented
+- [ ] Watch areas identified
+
+</success_criteria>