Culture Index Interpreter

<essential_principles>

Culture Index measures behavioral traits, not intelligence or skills. There is no "good" or "bad" profile.

<principle name="never-compare-absolutes">
**Never compare absolute trait values between people.**

The 0-10 scale is just a ruler. What matters is distance from the red arrow (population mean at 50th percentile). The arrow position varies between surveys based on EU.

Why the arrow moves: Higher EU scores cause the arrow to plot further right; lower EU causes it to plot further left. This does not affect validity—we always measure distance from wherever the arrow lands.

Wrong: "Dan has higher autonomy than Jim because his A is 8 vs 5" Right: "Dan is +3 centiles from his arrow; Jim is +1 from his arrow"

Always ask: Where is the arrow, and how far is the dot from it? </principle>

<principle name="survey-vs-job">
**Survey = who you ARE. Job = who you're TRYING TO BE.**

"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.

Large differences between graphs indicate behavior modification, which drains energy and causes burnout if sustained 3-6+ months. </principle>

<principle name="distance-interpretation">
**Distance from arrow determines trait strength.**

Key insight: Every 2 centiles of distance = 1 standard deviation.

Extreme traits drive extreme results but are harder to modify and less relatable to average people. </principle>

<principle name="l-and-i-exception">
**L (Logic) and I (Ingenuity) use absolute values.**

Unlike A, B, C, D, you CAN compare L and I scores directly between people:

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

Only these two traits break the "no absolute comparison" rule. </principle>

</essential_principles>

When to Use

• Interpreting Culture Index survey results (individual or team)
• Analyzing CI profiles from PDF or JSON data
• Assessing team composition using Gas/Brake/Glue framework
• Detecting burnout risk by comparing Survey vs Job graphs
• Defining hiring profiles based on CI trait patterns
• Coaching managers on how to work with specific CI profiles
• Predicting CI traits from interview transcripts
• Mediating team conflict using CI profile data

When NOT to Use

• For non-CI behavioral assessments (DISC, Myers-Briggs, StrengthsFinder, Predictive Index, Enneagram)
• For clinical psychological assessments or diagnoses
• As the sole basis for hiring/firing decisions — CI is one data point among many

<input_formats>

JSON (Use if available)

If JSON data is already extracted, use it directly:

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

JSON format:

{
  "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"
  }
}

Note: Trait values are [absolute, relative_to_arrow] tuples. Use the relative value for interpretation.

Check same directory as PDF for matching .json file, or ask user if they have extracted JSON.

PDF Input (MUST EXTRACT FIRST)

⚠️ NEVER use visual estimation for trait values. Visual estimation has 20-30% error rate.

When given a PDF:

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

   uv run --no-project {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

If uv is not installed: Stop and instruct user to install it (brew install uv or curl -LsSf https://astral.sh/uv/install.sh | sh). Do NOT fall back to vision.

PDF Vision (Reference Only)

Vision may be used ONLY to verify extracted values look reasonable, NOT to extract trait scores.

</input_formats>

<intake>

Step 0: Do you have JSON or PDF?

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

   uv run --no-project {baseDir}/scripts/extract_pdf.py --verify /path/to/file.pdf [output.json]

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

Step 1: What data do you have?

• 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"

Step 2: What would you like to do?

Profile Analysis:

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

Hiring & Candidates: 6. Define hiring profile - Determine ideal CI traits for a role 7. Coach manager on direct report - Adjust management style based on both profiles 8. Predict traits from interview - Analyze interview transcript to estimate CI traits 9. Interview debrief - Assess candidate fit based on predicted traits

Team Development: 10. Plan onboarding - Design first 90 days based on new hire and team profiles 11. Mediate conflict - Understand friction between two people using their profiles

Provide the profile data (JSON or PDF) and select an option, or describe what you need.

</intake>

<routing>