testing full pull request

.gitignore

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+.DS_Store
+_book/
+node_modules/

CONTRIBUTING.md

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+# Contributing and Editing the Culture OS
+
+Any member of Learners Guild can contribute to the culture OS. This document explains how.
+
+Depending on the kind of edit, there are different approaches.
+
+If the edit is about formatting, fixing links, or otherwise improving the form of the content, it is a **style edit**. If the edit is about changing, removing, or adding to the information contained within the culture OS, it is a **content edit**.
+
+Style edits don't need to be approved by anyone - they can be immediately integrated. Content edits should be approved by an LG partner, since they will affect how we work/learn together.
+
+Before learning about how to make edits, let's review the technology used.
+
+## Getting Started
+
+The Culture OS is hosted as a [GitHub repository][gh-repo] at https://github.com/LearnersGuild/cos. It follows the [GitBook format][gb-format], allowing it to be rendered as a GitBook site at http://cos.learnersguild.org/.
+
+The content stored in the master branch of the culture OS repo (https://github.com/LearnersGuild/cos/tree/master) is what the GitBook site pulls from. Any changes made to files and folders in this branch will be reflected in the GitBook site.
+
+**To make edits, you will need a GitBook account and access to the [Culture OS book][gb-culture OS] on the LearnersGuild GitBook organization.**
+
+In order to work effectively with the Culture OS, it is helpful to have a baseline understanding of GitBook and Markdown (the text format used to write all content in the Culture OS).
+
+To learn about GitBook, start by reading the following documentation:
+
+- [Introduction](http://help.gitbook.com/index.html)
+- [Format](http://help.gitbook.com/format/index.html)
+- [Output](http://help.gitbook.com/format/output.html)
+- [Readme and Introduction](http://help.gitbook.com/format/introduction.html)
+- [Chapters and Subchapters](http://help.gitbook.com/format/chapters.html)
+- [Markdown](http://help.gitbook.com/format/markdown.html)
+- [Editor](http://help.gitbook.com/editor/index.html)
+
+Although not absolutely necessary, it is very helpful to have a working understanding of GitHub as well. Here are some good introductory resources to learn about GitHub:
+
+- Complete the ["Hello World" tutorial on GitHub culture OSs][gh-hello-world] to develop a basic understanding of how git and GitHub work, and how to work with repositories.
+- Watch this [video on collaboration with GitHub][gh-collaboration].
+
+Now you're ready to start editing.
+
+## Making Style Edits
+
+To make a style edit (change formatting, edit link, etc.), follow these steps:
+
+1. Go to the Culture OS GitBook page: https://www.gitbook.com/book/learnersguild/culture OS/
+1. Click the "Edit" button
+1. Use the "Table of Contents" or the "Files Tree" to find the file you want to change
+1. Click on the desired file to navigate to it
+1. Make any changes to the file in the left-hand pane
+  - You can either write in Markdown or use the style buttons in the formatting bar at the top of the editor
+1. Check your changes in the live-updating rendering of the page on the right-hand pane
+1. When you have finished your changes, save the document by clicking on the "Save" button in the upper left-hand corner of the editor
+1. Your changes are now saved and should be visible on the live Culture OS at http://cos.learnersguild.org/
+  - If you don't see them right away, wait 10-15 seconds and refresh the page (sometimes it takes a little bit for the server to update)
+
+## Making Content Edits
+
+To edit the content of the Culture OS, we use [GitHub flow][gh-flow].
+
+Distilled, the process looks like this:
+
+1. Create a new branch to encapsulate the desired changes
+2. Make all changes as commits on the new branch
+3. When the branch is ready to be merged, open a pull request from your branch to the `master` branch
+4. Have at least one another partner review and approve of the changes
+5. When the changes are approved, merge the pull request
+
+[gh-repo]:https://help.github.com/articles/github-glossary/#repository
+[gb-format]:http://help.gitbook.com/format/index.html
+[gh-hello-world]:https://cos.github.com/activities/hello-world/
+[gh-collaboration]:https://youtu.be/SCZF6I-Rc4I?list=PLg7s6cbtAD15Das5LK9mXt_g59DLWxKUe
+[gb-culture OS]:https://www.gitbook.com/book/learnersguild/cos/
+[gh-flow]:https://cos.github.com/introduction/flow/

COS_Overview/Player_Support_Group.md

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+# Player Support Group
+
+## Purpose
+
+Player Support Group is a dedicated time where players can discuss how to play the game better, deepen in the foundational COS practices, and gain support from and connect with each other.
+
+## Houses
+
+The purpose of a house is to create a small community of practice that spans multiple cohorts and meets regularly to support each other and deliberately co-create a thriving learning culture.
+
+## Ceremony
+
+A Player Support Group is a form of ceremony. We’ve all participated in some kind of ceremony before. Graduations. Weddings. Birthday celebrations. Cultural or religious ceremonies. Ceremonies are time bound, typically facilitated by someone, or multiple people, and often happen either at regularly anticipated times \(like ritual ceremonies\), or at designated times with a clear beginning middle and end. A ceremony might take all day \(like orientation or graduation\), or might have a more discrete duration \(like a  Player Support Group meeting\).
+
+Ceremonies are often powerful, and need to be entered deliberately and freely. It's important that everyone at a ceremony is in choice about the degree to which they participate.
+
+While everyone is committed to attending Player Support Group, they have a right to pass on any activity they choose not to participate in.
+
+## Climate survey
+
+Every three weeks or so, house members will take a Climate Survey to see how well they are succeeding at co-creating a thriving learning culture. The survey is meant to give them feedback on how well they are holding the five [Dynamic Tensions](Dynamic_Tensions/README.md).
+
+Members of a house, take on the collective challenge of moving the results of the COS survey up.
+
+## Structure
+
+**Step 1: \*\***[Check-in](/Practice_Vulnerability/Check_In.md)\*\*
+
+**Step 2: Tension Resolution**
+
+We speak of tensions often, they are the driving force behind any action.
+
+A tension is what someone feels when they see a difference between how things are, and how things can be.
+
+They are called tensions because that is how they literally manifest in our bodies, as tensions. I could feel a tension because I see an opportunity that we are not utilizing, or I could feel a tension because there is something in our structure or operation that is problematic and causes me tension.
+
+What is asked of everyone around tensions is to honor your intuition – if you literally “feel a tension” then that is to be respected and listened to. Naming and processing your tension is what drives Learners Guild forward. They are an integral and necessary part of how we collectively co-create the Guild, they are not a problem.
+
+Each tension is named, logged, and processed in turn. Only the "tension holder" decides when their tension is resolved.
+
+It's generally good practice to hold on to your tension tightly, but be flexible about how it can be resolved. 
+
+
+## Toolbox
+
+A small sample of tools you can use to resolve your Tensions
+
+1. **Process Timeout** Ask for a process timeout at any time if you don't understand, or need clarity, or have any other tension about the process itself. For example: If you forgot the difference between *skip* and *pass* in checkin ask for a process time out and get it clarified.
+
+2. **Coaching** You have a tension, but you need coaching about what to ask for, and how to get it resolved.
+
+3. **Just saying it out loud** Sometimes, all you need to resolve your tension is to speak it out loud. For example: *"I want to let everyone know that I'm loving this new schedule. Thank you for changing it. Tension resolved."*
+
+4. **Asking for help** You might need support in a specific (or not too specific way) and you can ask someone for help. That might resolve your tension.
+
+5. **Open Discussion** Sometimes you need an open discussion to unpack your tension, understand it more, and/or share it with others.
+
+6. **Reaction Round** If you have a proposal, or something you need feedback from everyone around, you could ask for a reaction round. Everyone in your house will take turns giving you their reaction. Some people might say "no reaction".
+
+7. **Make a Request** Most tensions can be resolved by asking for what you need from someone who can (and is willing to) give it to you. You could be asking for support, or for a challenge.
+
+8. **Issue a Challenge** Sometimes, in order to see the change you want to see, you need to issue a challenge to one or more people and see wether or not they will accept it.
+
+9. **Show of Hands** Some tensions are resolved by getting a show of hands, or "fist-to-five". Perhaps you have a question of the group, or a hunch that you want to validate.
+---
+
+## Facilitator notes
+
+### Home Group Framing
+
+* This can't be top down. At Enron there were great words on the wall: Integrity, Honesty, Service. Every company has words on the wall. This isn't trivial.
+
+* We do it here using three steps.
+
+  * Step 1: We agree on what the goal is. On what a great environment\/culture looks like.
+  * Step 2: We try different things to deliberately move towards our goal.
+  * Step 3: We measure how we're doing, and we try something else.
+
+
+Home groups are a place for us to decide on what the next experiment is, and to discuss how the previous experiments are going.
+
+### Misc Reminders
+
+* If the answer exists in the group, let them answer it first. Let participants reinforce and protect the culture. Don't jump in if you don't have to.
+* Introduce the "Process Timeout" and encourage anybody to use it to ask clarifying questions about the process. If this is an early group, set the expectation that there will be dozens of Process Timeouts since you won't be describing the process but jumping right in.
+* Remind everyone about the agency & safety values. They have a choice about wether or not participate. They need to speak up if they don't feel safe. Ceremonies are by definition non-coercive. They must be entered willingly.
+* Remind people they can pass in any go-around. If they pass, the facilitator will get to them at the end and give them one more opportunity to participate which they can take or leave.
+* Note that start time and end time of the ceremony.
+* Remind people to turn screens off and to protect the space from their "todos".
+* People might need their screens during the **build proposals** step. Remind them to stay focussed and close their screens the moment they feel they have all their proposals in.
+* Offer to let anyone facilitate the process at the beginning. Hopefully, one day, someone will take you up on it!
+* asking people who are in the red to check in about it and make a plan / get support
+
+### More notes
+
+- Non purpose of houses = process feedback about the game. The game designers will hold weekly sessions for feedback.
+- Be more transparent about why vulnerability is a good thing.
+- This is a learning support group / players get support learning how to play this game better
+- Framing for last 50m: what supports people in this group? what's needed here?
+- what's my incentive to support other people if i'm here for myself?
+  - check ins help people care about each other
+  - creating a container where truth and love can unfold
+  - learners are 'attached' to each other via vulnerability, they care about each other because they know each other deeper

COS_Overview/Practices.md

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+# Practices
+
+Practices are ongoing and shared. We use them to deepen in our Values and uphold the [Dynamic Tensions](/Dyanmic_Tensions/README.md). If our Values are our North Star, the practices are the ships we sail in. They help us get there.
+
+Our practices are aspirational. By definition, we will not do them perfectly, or consistently. Our commitment is to practice, fail, and then return again to the practice. Reminding each other when we forget, and reflecting to each other as we progress.
+
+A practice is usually associated with a shared skill, or shared knowledge. For example, to practice **Non Judgement** as a collective there needs to be shared understanding of what judgement is and shared language around it.
+
+## Workshops
+
+Introducing a practice usually happens at a workshop. While everyone is committed to attending the foundational workshops, they have a right to pass on any activity they choose not to participate in. 
+
+## Foundational Practices
+
+- Practice Accountability
+    * [Accountability](/Practice_Accountability/Accountability.md)
+    * [Agreements](/Practice_Accountability/Agreements.md)
+- Practice Agency
+    * [Collective Vision](/Practice_Agency/Collective_Vision.md)
+    * [Distributed Authority](/Practice_Agency/Distributed_Authority.md)
+    * [Radical Responsibility](/Practice_Agency/Radical_Responsibility.md)
+- Practice Feedback
+    * [Circle Feedback](/Practice_Feedback/Circle_Feedback.md)
+    * [Climate Check](/Practice_Feedback/Climate_Check.md)
+    * [Radical Honesty](/Practice_Feedback/Radical_Honesty.md)
+- Practice Tending Relationships
+    * [Clearing](/Practice_Tending_Relationships/Clearing.md)
+    * [Clearing Withholds](/Practice_Tending_Relationships/Clearing_Withholds.md)
+    * [Conflict](/Practice_Tending_Relationships/Conflict.md)
+    * [Non Triangulation](/Practice_Tending_Relationships/Non_Triangulation.md)
+- Practice Overcoming Oppression
+    * [Overcoming Oppression](/Practice_Overcoming_Oppression/Overcoming_Oppression.md)
+- Practice Vulnerability
+    * [Check In](/Practice_Vulnerability/Check_In.md)
+    * [Check Out](/Practice_Vulnerability/Check_Out.md)
+    * [Non Judgement](/Practice_Vulnerability/Non_Judgement.md)
+
+## Additional Practices
+
+Over time, members of our learning collective can and will add practices that they value and offer them to the rest of us.

COS_Overview/README.md

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+# Overview
+
+Culture happens. It's not something we can control, but it's something we can intentionally impact. Culture is invisible and impacts us more than anything else. Our Cultural Operating System assumes two things:
+
+- First: Culture is critical to succeeding.
+- Second: We can be intentional about co-creating it, and deliberate in evolving it together.
+
+We define a great learning culture as one that upholds [five dynamic tensions](/Dynamic_Tensions/README.md), and we deliberately co-create it through [practices](/COS_Overview/Practices.md) and a weekly [player support group](/COS_Overview/Player_Support_Group.md).

Dynamic_Tensions/Belonging.md

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+> If you want to fast, go alone. If you want to go far, go together. ~ African Proverb
+
+# Belonging Tension
+
+## Being Myself <--> Being in Relationship
+
+The Belonging Tension optimizes the energies between the individual and the community. We believe that human beings thrive when we feel comfortable being who we are while also being aware that we are a part of something greater than ourselves.
+
+## Being Myself
+
+- Wholeness
+- Realness
+- Personal expression
+- Authenticity
+- Individuality
+- Dignity
+
+## Being in Relationship
+
+- Inclusion
+- Shared Identity
+- Human Connection
+- Being with Others
+- Love
+- Common Good
+- Diversity
+- Shared Purpose
+- Belonging
+
+## Look and Feel
+
+- Aligned incentives
+- Flux, dynamism and tension between individual self interest and collective gain
+- Minimize self-sacrifice required for collective learning
+- Don't sacrifice the collective for the individual
+- Resist the urge to choose one side or another
+- Dignity is derived from human connection & belonging
+- "I could learn without you. I learn better with you."
+- "Your success and mine are related and connected."
+
+There is a tension between personal freedom and social restraint, but to be in balance we must maintain this tension, knowing that some circumstances call for an emphasis on individuality while in different situations we need to place the good (or the wisdom) of the collective whole above personal desires.
+
+Total individualism views society only as an oppressive force— any collaborative communal endeavor is rejected as a mindless “collectivism.” This is an imbalanced and partial perspective, because many vitally important endeavors require collaborative effort— a generous give and take rather than unyielding self-assertion. But too much emphasis on social, cultural or political unification gives us standardization and technocracy, if not outright dictatorship.
+
+
+## What it looks like
+
+**What’s possible:** An environment that values the collective and the individual is one where I can be myself while still being able to tell that I’m part of something bigger than just me. I act in the collective best interest of the community because I can tell that a healthy community will serve me as an individual. The community makes space for me as an individual because it knows that when I’m recognized for my unique contributions, I joyfully offer them in service of the community.
+
+
+**Feels like:** I can be “myself” here. My differences are respected, celebrated and encouraged. This is a place where people like me belong. I’m comfortable, I don’t have to pretend to be someone different. I feel “up to something” with the people around me. We’re building something bigger than any one of us could accomplish alone. We’re on a journey together. These are “my people”.
+
+
+**Looks like:** Individual differences are celebrated and appreciated. There’s room for difference of opinion and belief, for self-determination and individual agency. The environment is shaped and changed by the people in it. People are thoughtful and mindful of their impact on each other and the physical space. They self-organize around keeping spaces clean, making improvements that will benefit everyone, not just themselves. There’s a strong group identity - LG pride.
+
+> Genuine democracy is a dynamic tension between self and society, a continual rebalancing and reconstruction that honors both authentic individuality and a common good that asks individuals to look beyond themselves. It is engaged intelligence, not fixed ideology, that enables us to judge how much emphasis to give to one aspect or another in each situation. ~ Dewey