Practices Map

This chapter provides a reference-level overview of commonly used practices that support either:

• Core Model functions (Matrix + Pyramid Levels 1–3), or
• Extended Human Dynamics (Extended Conditions and Extended Needs).

Practices are included only to illustrate where teams often look for help once they have:

1. Used the Diagnostic Workflow to locate a structural function or level, and
2. Optionally applied Diagnostic Dynamics to understand political and psychological fields.

They are optional, framework-neutral, and not prescriptive.

Each practice is listed with:

• A brief functional purpose (what it helps with)
• Its HCS mapping (Core / Extended / Mixed and, where helpful, key needs or conditions)
• A simple category for navigation

The intent is to offer direction, not detailed instruction or endorsement.

Legend

Core – Primarily supports minimal structural conditions and needs of the HCS Core Model
Extended – Primarily supports motivation, relational dynamics, psychological or political influences
Mixed – Addresses both Core and Extended dynamics

Use this map after you know:

• which Matrix cell / function you are strengthening, and
• which System Mode you are in (Setup, Stabilization, Growth, Conflict, Reset).

Motivation & Values Alignment

Moving Motivators
Surfaces individual intrinsic motivators behind behavior and engagement.
HCS Mapping: Extended (Purpose & Direction; Recognition & Belonging; Autonomy & Coherence)
Category: Motivation

SCARF (David Rock)
Identifies status, certainty, autonomy, relatedness, and fairness drivers that shape threat/reward responses.
HCS Mapping: Mixed – Core (Trust, Feedback Loops); Extended (Trust & Safety; Recognition & Belonging)
Category: Motivation / Psychological Triggers

CliftonStrengths
Highlights personal strengths and energy sources to frame work around capabilities.
HCS Mapping: Extended (Growth & Evolution; Recognition & Belonging)
Category: Strengths Awareness

Interaction Styles & Communication

DiSC
Provides a vocabulary for communication and interaction preferences across styles.
HCS Mapping: Extended (Relational Conditions; Autonomy & Coherence); Mixed (Trust & Safety via predictability)
Category: Communication Style

MBTI / 16Personalities
Describes cognitive and interpersonal preference patterns for self-reflection and empathy.
HCS Mapping: Extended (Relational Understanding; Recognition & Belonging)
Category: Communication / Empathy

Developmental Readiness & Leadership Adaptation

Situational Leadership
Aligns leadership behavior with individual readiness and capability.
HCS Mapping: Extended (Growth & Evolution; Autonomy & Coherence); Mixed (Core: Distribution of Roles, Mutual Commitment)
Category: Leadership Adaptation

Competency Models
Clarify expectations, maturity levels, and developmental pathways for roles.
HCS Mapping: Core (Shared Understanding; Distribution of Roles); Extended (Growth & Evolution; Recognition & Belonging)
Category: Expectations & Development

Safety, Belonging, and Relational Health

Psychological Safety Surveys (Edmondson)
Measure perceived safety in communication and risk-taking within teams.
HCS Mapping: Core (Trust; Feedback Loops); Extended (Trust & Safety; Recognition & Belonging)
Category: Safety Assessment

Nonviolent Communication (NVC)
Provides a structured approach for respectful, needs-based dialogue.
HCS Mapping: Extended (Recognition & Belonging; Trust & Safety); Mixed (Core: Communication × Feedback Loops)
Category: Communication / Emotional Clarity

Empathy Mapping
Makes emotional states, expectations, and experiences visible in a group.
HCS Mapping: Extended (Relational Conditions; Recognition & Belonging; Purpose & Direction)
Category: Empathy & Insight

Conflict, Repair, and Difficult Conversations

Radical Candor
Supports direct yet caring communication to address tension and misalignment.
HCS Mapping: Mixed – Core (Feedback Loops; Mutual Commitment); Extended (Trust & Safety; Recognition & Belonging)
Category: Feedback & Conflict

Crucial Conversations
Offers a framework for navigating high-stakes or emotionally charged dialogue.
HCS Mapping: Extended (Trust & Safety; Autonomy & Coherence); Mixed (Core: Communication × Shared Understanding)
Category: Conflict Management

Conflict Styles Inventory (TKI)
Identifies preferred conflict responses to improve self-awareness and collaboration.
HCS Mapping: Extended (Relational Conditions; Trust & Safety)
Category: Conflict Behavior

Sensemaking, Purpose, and Collective Narrative

Team Canvas
Aligns teams on purpose, values, roles, and expectations in a visual way.
HCS Mapping: Core (Common Purpose; Shared Understanding; Distribution of Roles); Extended (Recognition & Belonging)
Category: Alignment

Appreciative Inquiry
Strengthens shared identity through exploring what works and why.
HCS Mapping: Extended (Purpose & Direction; Recognition & Belonging; Growth & Evolution)
Category: Narrative & Identity

Storytelling Workshops
Help teams articulate and align personal and collective narratives about the work.
HCS Mapping: Extended (Purpose & Direction; Recognition & Belonging); Mixed (Core: Shared Understanding)
Category: Sensemaking

Structural & Decision-Making Clarity

RACI / RASCI
Clarify roles, responsibilities, and decision ownership.
HCS Mapping: Core (Interdependence × Distribution of Roles → Coordination; Boundary Management); Extended (Autonomy & Coherence via clarity)
Category: Structural Clarity

Decision Records (ADRs / CDRs)
Make significant decisions visible and traceable over time.
HCS Mapping: Core (Communication × Shared Understanding → Language / Terms; Trust × Feedback Loops → Transparency); Extended (Fairness; Autonomy & Coherence)
Category: Decision-Making

Working Agreements
Create explicit local rules for collaboration, behavior, and expectations.
HCS Mapping: Core (Shared Understanding; Mutual Commitment; Feedback Loops); Extended (Predictability; Recognition & Belonging)
Category: Team Norms

Representation, Fairness, and Inclusion

Stakeholder Mapping
Makes influence, representation, and interests visible across roles and organizations.
HCS Mapping: Extended (Structural Conditions; Purpose & Direction; Recognition & Belonging; Political field awareness)
Category: Influence & Representation

Inclusion Audits
Evaluate whose voices, roles, or perspectives are missing or under-weighted.
HCS Mapping: Extended (Fairness; Recognition & Belonging; Structural Conditions); Mixed (Core: Interdependence × Mutual Commitment)
Category: Inclusion

Liberating Structures
Ensure equitable participation and more distributed contribution in group discussions.
HCS Mapping: Extended (Recognition & Belonging; Trust & Safety); Mixed (Core: Communication × Feedback Loops → Signal & Response)
Category: Group Facilitation

How to Use This Map

These mappings describe where practices are often helpful, not what you must use.

When working with HCS:

1. Start with structure

   • Use the Diagnostic Workflow to locate the issue in the Matrix and Pyramid.
   • Identify the lowest unstable level and the Cooperative Function to strengthen.

2. Layer human dynamics if needed

   • Use Diagnostic Dynamics to understand Extended Conditions, Extended Needs, and political/psychological fields.
   • Determine whether the issue is primarily structural, collective, relational, or individual.

3. Check your System Mode

   • In Setup, use practices that help clarify purpose, roles, and expectations.
   • In Stabilization, focus on practices that make feedback and coordination safer and clearer.
   • In Growth, use practices that extend autonomy, learning, and shared narrative without eroding safety.
   • In Conflict, choose practices that support safe confrontation and repair.
   • In Reset, use practices that help integrate learning and close or redesign cooperation with integrity.

4. Select practices as hypotheses, not prescriptions

   • Use this map to suggest candidate practices for experimentation.
   • Combine structural changes (roles, decisions, flows) with targeted human practices where appropriate.

5. Avoid common misuses

   • Do not use interpersonal tools to hide structural injustice or broken agreements.
   • Do not adopt practices “because others use them” without a clear function-first justification.
   • Do not expect any practice to compensate for missing Level 1–2 foundations (purpose, trust, basic safety).

The Practices Map is intentionally lightweight.
Its purpose is to orient practitioners toward appropriate tools once the systemic diagnosis is clear,
not to replace the design and governance decisions defined by HCS.