{
  "team_strand": {
    "workshop_meta": {
      "framework_version": "team-strand-v1.0",
      "source_templates": [
        "Hiring Philosophy",
        "Organizational Structure",
        "Team Topology",
        "Culture Principles",
        "Manager Framework",
        "Career Ladders",
        "Onboarding",
        "Performance Management",
        "Learning & Development",
        "Remote & Hybrid Work Norms",
        "Collaboration Expectations",
        "Employee Experience",
        "Compensation & Rewards"
      ],
      "facilitation_notes": [
        "Run with HR/PeopleOps, Department Leads, Hiring Managers, and Operations.",
        "Capture how the team actually works — not the ideal version.",
        "This JSON becomes the Team Operating System: how people join, grow, and succeed."
      ]
    },

    "purpose_and_role": {
      "question": "Why does the Team Strand exist?",
      "answer": "To build a high-trust, high-clarity environment where talented people can do the best work of their careers. The Team Strand defines how we hire, organize, support, and empower people so that the entire company scales without losing culture or execution quality.",
      "objectives": [
        "Hire exceptionally aligned people.",
        "Create a culture of clarity, empathy, and craftsmanship.",
        "Develop managers who enable, not micromanage.",
        "Ensure role clarity, expectations, and growth paths.",
        "Protect psychological safety and collaboration norms.",
        "Create an environment where diverse teams thrive."
      ]
    },

    "hiring_philosophy": {
      "principles": [
        "Hire for slope, not intercept — growth potential matters.",
        "Prioritize empathy, communication, and collaboration.",
        "Avoid brilliant jerks — cultural misalignment is a blocker.",
        "Bias toward candidates who ship, learn, and iterate quickly.",
        "Diverse teams build better products.",
        "Structured interviews reduce bias and inconsistency."
      ],
      "evaluation_axes": [
        "Technical/role skills",
        "Problem solving",
        "Communication",
        "Collaboration style",
        "Values alignment",
        "Growth potential"
      ],
      "process": [
        "Recruiter screen",
        "Hiring manager interview",
        "Technical/functional interviews",
        "Values interview",
        "Cross-functional panel",
        "Final decision via hiring committee"
      ]
    },

    "organizational_structure": {
      "model": "A hybrid between functional teams and cross-functional pods.",
      "departments": [
        "Engineering",
        "Product",
        "Design",
        "Marketing",
        "Sales",
        "Customer Success",
        "Operations",
        "AI/ML",
        "Security",
        "PeopleOps",
        "Finance",
        "Legal"
      ],
      "team_topologies": [
        {
          "type": "Mission Teams",
          "description": "Cross-functional teams owning a product or workflow end-to-end."
        },
        {
          "type": "Platform Teams",
          "description": "Build underlying infrastructure + tools for other teams."
        },
        {
          "type": "Enablement Teams",
          "description": "PeopleOps, Recruiting, IT — enable productivity for everyone else."
        }
      ],
      "leadership_principles": [
        "Leaders create clarity, not chaos.",
        "Managers unblock, support, and coach.",
        "Information should flow freely, not through hierarchy.",
        "Teams own outcomes, not individual orgs."
      ]
    },

    "culture_principles": {
      "core_values": [
        "Empathy",
        "Courtesy",
        "Craftsmanship",
        "Thriving",
        "Playfulness",
        "Solidarity"
      ],
      "behaviors": [
        "Assume positive intent.",
        "Communicate with clarity and respect.",
        "Document decisions openly.",
        "Collaborate cross-functionally.",
        "Write things down — don’t create knowledge silos.",
        "Be helpful by default."
      ],
      "anti_patterns": [
        "Passive-aggressive communication",
        "DM-only coordination",
        "Information hoarding",
        "Hero culture",
        "Lack of ownership",
        "Unclear expectations"
      ]
    },

    "onboarding": {
      "experience_goals": [
        "New hires feel welcomed and supported by day 1.",
        "They understand company mission, product, and culture quickly.",
        "Their tools + access are ready instantly.",
        "They ship something meaningful in their first weeks."
      ],
      "timeline": {
        "day_1": [
          "Workspace + tool access",
          "Manager intro",
          "Buddy assignment"
        ],
        "week_1": [
          "Team introductions",
          "Read core documentation",
          "Shadow meetings"
        ],
        "month_1": [
          "First deliverables",
          "Role expectations review",
          "Feedback from manager"
        ],
        "month_3": [
          "Full ownership of core responsibilities",
          "Performance calibration",
          "Career path discussion"
        ]
      }
    },

    "performance_management": {
      "philosophy": "Performance is about outcomes, behavior, and collaboration — not busyness.",
      "cadence": [
        "Quarterly check-ins",
        "Annual performance review",
        "Monthly 1:1s",
        "Continuous feedback"
      ],
      "evaluation_categories": [
        "Impact",
        "Craft/technical skill",
        "Collaboration",
        "Execution",
        "Growth behavior",
        "Values alignment"
      ],
      "signals_of_excellence": [
        "Raising standards for team craftsmanship",
        "Improving processes",
        "Clear communication",
        "Cross-team leverage",
        "Mentoring others",
        "Driving measurable business/user outcomes"
      ],
      "signals_of_risk": [
        "Unreliable execution",
        "Poor communication",
        "Siloed decisions",
        "Blame-shifting",
        "Inability to collaborate",
        "Ignoring feedback"
      ]
    },

    "learning_and_development": {
      "programs": [
        "Manager training",
        "Leadership coaching",
        "Technical ladders",
        "Learning stipends",
        "Internal workshops",
        "Knowledge-sharing sessions"
      ],
      "growth_paths": [
        "Individual contributor (IC) ladder",
        "Management ladder",
        "Cross-functional mobility"
      ],
      "principles": [
        "Career paths should be clear and transparent.",
        "Promotion requires sustained excellence and expanded impact.",
        "Managers support growth but employees own their trajectory."
      ]
    },

    "remote_and_hybrid_norms": {
      "model": "Hybrid-by-default, remote-friendly.",
      "communication_norms": [
        "Async-first collaboration",
        "Document decisions",
        "Keep public channels active",
        "Summaries over long message threads"
      ],
      "meeting_norms": [
        "Meetings require agendas",
        "30-minute default",
        "Record important sessions for async teams",
        "Avoid meetings for status updates"
      ],
      "tools": [
        "Slack",
        "Zoom",
        "Google Workspace",
        "Figma",
        "Asana/Jira"
      ]
    },

    "collaboration_expectations": {
      "behaviors": [
        "Use channels, not DMs, for decisions.",
        "Give and ask for feedback early.",
        "Write clear and complete specs.",
        "Respect expertise across departments.",
        "Assume context gaps — explain decisions."
      ],
      "conflict_resolution": [
        "Address misalignment quickly.",
        "Pull in manager only when needed.",
        "Focus on issue, not person."
      ]
    },

    "employee_experience": {
      "pillars": [
        "Psychological safety",
        "Autonomy with accountability",
        "Clear expectations",
        "Opportunities for mastery",
        "Supportive environment"
      ],
      "benefits": [
        "Health & wellness programs",
        "Generous parental leave",
        "Work-from-home stipends",
        "Professional development budgets"
      ]
    },

    "compensation_and_rewards": {
      "philosophy": "Pay for impact, fairness, and global competitiveness.",
      "components": [
        "Base salary",
        "Equity grants (Salesforce stock)",
        "Performance bonuses",
        "Retention packages"
      ],
      "principles": [
        "Transparent leveling system",
        "Role-based pay bands",
        "Annual compensation reviews",
        "Equitable opportunities for advancement"
      ]
    },

    "team_archetype": {
      "primary_archetype": "Collaborator",
      "secondary_archetype": "Craftsman",
      "rationale": "Slack values cross-functional teamwork and high-quality execution. Teams thrive when collaboration and craftsmanship reinforce each other."
    }
  }
}