An applied thinking process for changing a Mental Model.
A method for moving from Friction to a testable Intervention by working through the mental model that sustains the friction.
A method for helping knowledge workers function in spite of organizational dysfunction.
A way of diagnosing organizational dysfunction through the sequence: Breakdown, Assumption, Fulcrum, Reframe, Experiment.
A bridge between interpretation and action.
A practical process for making hidden assumptions visible and replacing them with a more useful frame.
A way of treating change as a learning loop rather than a one-step solution.
Is Not
A direct jump from symptom to fix.
A generic brainstorming exercise.
A root-cause analysis that stops at explanation.
A one-time insight with no test in reality.
A guarantee that the first reframe will be correct.
Boundary
Starts with an observable breakdown, not with theory.
It focuses on the assumption that makes the breakdown seem normal, inevitable, or reasonable.
Its distinctive move is the fulcrum: the shared reality that both explains the current frame and makes a better frame possible.
It is not complete until it produces an experiment that can be tested against reality.
Systems
Zooming In: Parts
Part
Purpose
Breakdown
Names the lived friction: what feels stuck, dysfunctional, or repeatedly painful.
Assumption
Identifies the belief that normalizes the friction and makes it feel hard to escape.
Fulcrum
The pivot point. It validates the old perspective enough to make it understandable, names the deeper shared reality underneath it, and opens the door to a more useful perspective.
Reframe
The new interpretation made possible by the fulcrum.
Experimentn
A small test that acts from the new frame and checks whether the original friction is reduced.