Self-Evolution 3D

Activate when: user says "I've been working hard but I'm not growing," development programs feel pointless, a leader has plateaued despite strong expertise, someone asks "how do I grow as a person / leader / founder," or high-quality output isn't translating into organizational influence. Do NOT activate when: the gap is a specific functional skill (use deliberate-practice instead); the person is in acute crisis (financial, health, relationship) — address the acute situation first.

Overview

Treats personal growth as three orthogonal dimensions — Height (mission vantage), Width (perspective breadth), Depth (self-awareness accuracy) — each with a distinct mechanism and failure mode. The goal is to identify the current growth constraint and prescribe the targeted move; optimizing all three simultaneously produces shallow movement on each.

Neighbor skills: after cognitive-evolution-stages for stage context; before metacognition if Depth is constrained; with deliberate-practice to design treatment; with nine-level-cognitive-tower for vertical context.

When to Use

• "I've been working hard but I'm not growing" / "how do I grow as a person / leader / founder?"
• Development programs produce knowledge but not capability change.
• High performer plateaued in leadership despite strong functional expertise.
• High-quality work not translating to organizational influence.

When NOT to use: specific functional skill gap (use deliberate-practice); acute crisis; external structural constraint; no honest external feedback available.

Coaching Novices (Adaptive Front Door)

• Engine mode: concrete case → run The Process directly.
• Coach mode: user unfamiliar or effort isn't producing change → guide step by step.

In Coach mode, respond one step at a time. Each [WAIT] is a hard stop — output only that step's question, then stop.

1. Introduce three axes: upward (mission/purpose), outward (new mental models), inward (real-time self-awareness). Ask which they spend most time on — usually the strongest, not the constraint.
2. Ask which they spend least time on. Neglected = candidate constraint.
3. "When you're stuck, what does it look like?" Map to: Height = purpose fog; Width = same framework on everything; Depth = same mistakes in retrospect.

[WAIT — do not advance until user responds]

4. "Think of the last time you were stuck internally. Which dimension was under-resourced?"

[WAIT — do not advance until user responds]

5. Prescribe one specific action this month on the constraint dimension only.

[WAIT — do not advance until user responds]

The Process

Step 1 — 3D Audit (rate each 1–5; do not average — find the constraint)

Height: Can you state in one sentence why your work matters at the level of others' lives? Do difficult decisions reference larger purpose or immediate reward?

Width: Name 3 mental models from outside your domain applied to a real problem in the last 90 days. Do you reach for the same 1–3 frameworks automatically?

Depth: In your last 10 significant conflicts, how many did you understand as they happened? Do you observe your defensive reaction occurring, or discover it later?

Step 2 — Identify the constraint: lowest score relative to demands of your current situation — not lowest absolute score. Ask: "Which dimension, if increased one level in 90 days, would produce the greatest observable change?"

Step 3 — Prescribe: Height → write mission statement referencing specific people whose lives you want to change; test: does it make you willing to do something difficult? Width → read one canonical text from outside your domain; apply one concept with specific mechanism ("concept Y applies because [mechanism]"). Depth → after every significant interaction for 30 days: (1) What did I want? (2) What did I do? (3) What did I observe in my reactions while it was happening?

Step 4 — Stop-rule: Commit to the constraint dimension for 90 days. Do not develop all three simultaneously.

Output: 3D Growth Audit

text

Height: [score] | [evidence]    Width: [score] | [evidence]    Depth: [score] | [evidence]
Constraint: [H/W/D] — Evidence: [failure mode] — Why not others: [reasoning]
Move: [concrete, time-bounded action] — Duration: 90 days
Progress indicator: [observable behavioral change — not activity metric]
Stop-rule: I commit to [constraint dimension] only for [timeframe].

→ Method in Action: Florence Nightingale (1840s–1860s)

Dimension Packs

Domain	Height	Width	Depth
Founder	Interview 5 end-chain customers; rewrite mission in their before/after	Read one non-tech book; apply one concept explicitly to current org challenge	Post-meeting 3 sentences: want / did / observed in real time
Executive	Articulate who org ultimately serves; one decision/week by that constituency	Shadow an unlike-field practitioner one day; debrief in writing	Daily 5-min: emotional state, when it shifted, what triggered it

Contribute packs → deciqAI repository (domain + failure mode per constrained dimension + minimum viable move).

Applying It Well

• Diagnose the constraint, not the average. H=5/W=5/D=2 is more constrained by Depth than H=3/W=3/D=3.
• Failure modes: Height = high ambition, low grounding. Width = high expertise, low flexibility. Depth = high intelligence, recurring interpersonal patterns.
• Calibrate Depth with external behavioral feedback — most susceptible to self-assessment distortion.
• Honor the stop-rule. Spreading attention across all three produces no breakthrough on any.

→ Primary sources: references/sources.md

Common Rationalizations

[D] = designed upfront | [O] = observed in real use. [O] entries are more valuable.

Fake move	Reality
[D] "I read a lot, so I'm growing."	Width grows when you apply a concept from a new domain. Reading without application = familiarity, not expansion.
[D] "I reflect a lot, so I have good self-awareness."	Depth = catching the pattern as it occurs, not retrospectively. Reflection builds self-knowledge, not real-time awareness.
[D] "My work is meaningful, so my Height is fine."	Height is measured by what you reference in difficult decisions — personal goals or others' transformation.
[D] "I've been growing my whole career."	Are the same failure modes recurring? If yes, the relevant dimension hasn't grown.
[D] "My constraint dimension is just personality."	All three dimensions are developable. "This is how I am" is fixed mindset applied to development.
[D] "I don't have time for self-development."	Minimum viable moves = 15 min/day. The constraint is prioritization — itself a Depth indicator.
→ Add [O] entries after each real use — paste the actual failure pattern	What went wrong and why

Red Flags

• Scores 4–5 on all dimensions: almost always Depth distortion — seek external calibration.
• All development effort in strongest dimension: comfort-seeking masquerading as development.
• Prescribed move is abstract ("be more self-aware") not concrete and behavioral.
• Stop-rule ignored; development spread across all three simultaneously.

Verification

• All three dimensions audited with specific behavioral evidence, not abstract self-assessment.
• External feedback used to calibrate at least Depth.
• Constraint = dimension whose improvement produces greatest observable change now (not lowest absolute score).
• Prescribed move is concrete, time-bounded, targets the constraint only.
• Stop-rule committed to; development not spread across all three. External constraint ruled out.

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Part of deciqAI Knowledge Skills — 163 open-source thinking skills that make rigor executable for AI agents. The same skills power every deciqAI agent, which runs them autonomously to operate your company. See it run → https://www.deciqai.com/skills/self-evolution-3d?utm_source=clawhub&utm_medium=marketplace&utm_campaign=knowledge-skills&utm_content=self-evolution-3d · ⭐ Star the repo → https://github.com/deciqAI/knowledge-skills · Contributions welcome.