Every argument clarity score on this site is built from rows on this page. Each
question and answer was assessed with names hidden, the host's own answers included, on
four things from 1 to 5:
directness (does it answer the question asked), coherence (do the ideas follow),
precision (concrete details and clear references), compression (says a lot per word). The weighted
mix (30/30/25/15) is the exchange score. A person's published score averages their exchange
scores on raw tape only, at least 8 of them, shrunk toward the cohort mean.
Full method →
AJ Thomas no published score: only 2 usable exchanges on raw tape, and a fair score needs 8+ record → ← everyone
Every exchange below was scored with names hidden, four dimensions each from 1 to 5.
An exchange's score is 0.30·directness + 0.30·coherence + 0.25·precision + 0.15·compression.
The published score averages the raw tape exchange scores and shrinks small samples toward the
cohort mean, so five great answers can't beat twenty good ones. Produced feed rows count only
toward coarse estimates, never toward a full score.
Redirected raw tape
D 2 · C 3 · P 3 · Cm 3 2.70
Q and others get to go into the office? Are you able to break down an organization so that you can kind of offer different generations what they're looking for? Or is this a matter of certain companies just needing to orient around certain group kind of targeting Gen Z while others Targeting maybe an older generation. How do you think about attracting different folks with so many different competing interests?
A One provocation that I have is do organizations believe that remote work is a philosophy for the organization or for specific roles in the organization? That's a nuance. No one's really talking about that. People are talking more about remote works for everyone, for the whole entire company. How can you get really strategic and say there are specific roles in the company that can be remote? How does that manage from a fairness and equity perspective? So that's a, that's a provocation. One, um, other piece that is, you know, coming up as, as you kind of ask that question is around how are people communicating You know, the roles. Because again, if you go to a company, um, you think about the Atlassians and the Automatic, you know, who runs WordPress, they were remote way before remote was a thing. They were remote when it was more stigmatized as a thing. And so I wonder how they're presenting things now with the learnings based on having come from pre COVID remote to post COVID remote. And I think there's a lot of wisdom there we can pull.
AI assessment note: “One provocation that I have is do organizations believe that remote work is a philosophy”
Redirected raw tape
D 2 · C 3 · P 3 · Cm 2 2.55
Q and others get to go into the office? Are you able to break down an organization so that you can kind of offer different generations what they're looking for? Or is this a matter of certain companies just needing to orient around certain group kind of targeting Gen Z while others Targeting maybe an older generation. How do you think about attracting different folks with so many different competing interests?
A One provocation that I have is do organizations believe that remote work is a philosophy for the organization or for specific roles in the organization? That's a nuance. No one's really talking about that. People are talking more about remote works for everyone, for the whole entire company. How can you get really strategic and say there are specific roles in the company that can be remote? How does that manage from a fairness and equity perspective? So that's a, that's a provocation. One, um, other piece that is, you know, coming up as, as you kind of ask that question is around how are people communicating You know, the roles. Because again, if you go to a company, um, you think about the Atlassians and the Automatic, you know, who runs WordPress, they were remote way before remote was a thing. They were remote when it was more stigmatized as a thing. And so I wonder how they're presenting things now with the learnings based on having come from pre COVID remote to post COVID remote. And I think there's a lot of wisdom there we can pull.
AI assessment note: “One provocation that I have is do organizations believe that remote work is a philosophy”
