The goal of the Making Rules Matter framework is more effective and humane collaboration.

  • Effective and humane are important. We want to achieve our intended outcome, but how we do it also maters.

A “rule” in this sense means any intentional, ongoing, explicit, and binding expectation. For example, “No running in the hall.”

  • “Rules” also include things like role descriptions, guidelines, values, principles, or anything else that is intended to be explicit, ongoing, and somehow binding. So, while a significant portion of this framework is in distinguishing precise definitions, the word “rule” functions primarily as a general label for the whole category. Within the framework, the word “Rule” is used as a label for a specific type of expectation and the term “structure” takes its place as the general term.

Rules work (when they do) as an independent cause-for-action—meaning people follow a rule because it’s a rule.

  • Of course, someone’s behavior may align with a rule because it makes sense to do so (e.g. don’t feed the lions), but that is what March & Olson call a “logic of consequence.” (1989) The “logic of appropriateness” in when agents make choices based on what they consider suitable or right (including rules) rather than outcomes. The implicit belief behind a rule is that the agent wouldn’t honor the expectation otherwise.

A good rule satisfies the authors (i.e. those who encoded it) without alienating the agents (i.e. those to whom the rule applies).

  • “Rules” also include things like role descriptions, guidelines, values, principles, or anything else that is intended to be explicit, ongoing, and somehow binding. So, while a significant portion of this framework is in distinguishing precise definitions, the word “rule” functions primarily as a general label for the whole category. Within the framework, the word “Rule” is used as a label for a specific type of expectation and the term “structure” takes its place as the general term.

If a group does not need an explicit rule for something, they should not artificially create one. Minimal needed alignment is the aim.

  • “Rules” also include things like role descriptions, guidelines, values, principles, or anything else that is intended to be explicit, ongoing, and somehow binding. So, while a significant portion of this framework is in distinguishing precise definitions, the word “rule” functions primarily as a general label for the whole category. Within the framework, the word “Rule” is used as a label for a specific type of expectation and the term “structure” takes its place as the general term.

“You don’t have the right to get upset for not getting what you never asked for.” -Terry Real

  • You don’t///

Our words do not just represent reality, they can also perform functions (e.g. making a promise).

  • “Rules” also include things like role descriptions, guidelines, values, principles, or anything else that is intended to be explicit, ongoing, and somehow binding. So, while a significant portion of this framework is in distinguishing precise definitions, the word “rule” functions primarily as a general label for the whole category. Within the framework, the word “Rule” is used as a label for a specific type of expectation and the term “structure” takes its place as the general term.

The drift toward needing explicit rules is necessarily awkward and therefore people understandably resist it. 

  • “Rules” also include things like role descriptions, guidelines, values, principles, or anything else that is intended to be explicit, ongoing, and somehow binding. So, while a significant portion of this framework is in distinguishing precise definitions, the word “rule” functions primarily as a general label for the whole category. Within the framework, the word “Rule” is used as a label for a specific type of expectation and the term “structure” takes its place as the general term.

However, the Making Rules Matter framework applies equally to any form of collaboration, whether it is hierarchical, peer-to-peer, or loose affiliation.

  • (i.e. the more technically accurate version is Closed, Random, Open, Synchronous, Unified).

If a rule is not being followed, the fault is with the rule (or how it’s administered) not the people.  

The goal is to never have more rules than necessary—having too many rules is often worse than having too few. 

  • “Rules” also include things like role descriptions, guidelines, values, principles, or anything else that is intended to be explicit, ongoing, and somehow binding. So, while a significant portion of this framework is in distinguishing precise definitions, the word “rule” functions primarily as a general label for the whole category. Within the framework, the word “Rule” is used as a label for a specific type of expectation and the term “structure” takes its place as the general term.

Diverse groups, i.e. those with low shared context, tend to drift towards needing more explicitness of their assumptions and expectations.  

  • “Rules” also include things like role descriptions, guidelines, values, principles, or anything else that is intended to be explicit, ongoing, and somehow binding. So, while a significant portion of this framework is in distinguishing precise definitions, the word “rule” functions primarily as a general label for the whole category. Within the framework, the word “Rule” is used as a label for a specific type of expectation and the term “structure” takes its place as the general term.

Regardless of the labels used, the most important thing is to distinguish any binding from non-binding expectations.  

  • “Rules” also include things like role descriptions, guidelines, values, principles, or anything else that is intended to be explicit, ongoing, and somehow binding. So, while a significant portion of this framework is in distinguishing precise definitions, the word “rule” functions primarily as a general label for the whole category. Within the framework, the word “Rule” is used as a label for a specific type of expectation and the term “structure” takes its place as the general term.

Explicit rules become increasingly more important with peer-to-peer collaboration that is less based on hierarchical status.

  • (“The movement of the progressive societies has hitherto been a movement from Status to Contract.” -Henry Maine

Diverse groups, i.e. those with low shared context, tend to drift towards needing more explicitness of their assumptions and expectations.  

  • (i.e. the more technically accurate version is Closed, Random, Open, Synchronous, Unified).

Our words do not just signify objects, they can also perform functions (e.g. making a promise).

  • (i.e. the more technically accurate version is Closed, Random, Open, Synchronous, Unified).

Willpower is not a structural solution.

  • (i.e. the more technically accurate version is Closed, Random, Open, Synchronous, Unified).

Our words do not just signify objects, they can also perform functions (e.g. making a promise).

  • (i.e. the more technically accurate version is Closed, Random, Open, Synchronous, Unified).

  • Of course people can be the problem, but more often than not neither personality, character, nor skill is the limiting factor.