1. Systematically seeking to destabilize inherent and equivalent value of knowledge among the genetically diverse is the modus operandi of the workplace designed to see humans as resources, learning as a means to a marketable end, and evaluation as a tool to judge and “improve”.
2. Knowledge is not power. Knowledge is certainly powerful, but it is not power.
3. Accountability is power. Accountability is the state of being answerable. Think of your workplace? Who is "assigned" accountability? Who is "assigned" power?
4. Evaluation comes before judgment. Evaluation is not judgment.
5. Literal, interpretive and evaluative are 3 levels of comprehension (or meaning making). Action happens when we
interpret,translate or "knowledge" the literal (yes, I used knowledge as a verb). To translate is to “bring across”.
6. In design, evaluation is applied action (it sounds redundant but stay with me). To evaluate is also to "out value". We apply action (evaluate) in relationship to what we have interpreted (or brought across/knowledged). I will use all the terms in these examples.
**Sitting in a chair is the act of evaluating the chair.
**Throwing the chair is an act of bringing out the value of chair.
**Burning the chair is applying action to the chair.
7. The goal of all of these is the same--to change the chair and the person evaluating the chair. (See #4)
8. The feedback we get from these 3 evaluative/change actions is only a mirror image of what has already happened.
9. The goals or learning are knowledge and change.
10. Knowledge is manufactured. What is "literal" is not manufactured.
11. Learning is constant. A human mind is not necessary for learning to occur or to manufacture knowledge.
12. We inform the image with the image (single-loop meaning), question the image and frame/reframe (double-loop meaning), or we question ourselves and make room for something else to emerge (innovation).