Merge remote-tracking branch 'origin/staging'

De-gate Canadian audience (mirror SW): "for Manufacturers", areaServed +US
Title, og/twitter descriptions, JSON-LD description/audienceType, hero eyebrow, change-check meta, llms.txt. Identity (BC base) unchanged. Co-Authored-By: Claude Opus 4.8 <noreply@anthropic.com>
2026-07-07 08:02:43 -07:00 · 2026-07-07 07:57:58 -07:00 · 2026-07-07 07:47:33 -07:00 · 2026-07-07 07:10:01 -07:00 · 2026-07-05 19:12:04 -07:00 · 2026-06-26 19:11:10 -07:00
10 changed files with 446 additions and 18 deletions
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      <p class="eyebrow">A 2-minute team check</p>
      <h1>Is your team above or below <em>the line?</em></h1>
      <p class="lead">When a change lands, people go one of two ways. <strong>Above the line</strong>, they get curious and take ownership. <strong>Below the line</strong>, they get defensive and protect the old way — their standing, their habits, the thing that's made them the one everyone relies on. This tells you where your team sits right now, and what to do about it. Five questions, honest answers, no email required.</p>
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@@ -60,8 +60,8 @@
      "image": "https://www.opencommunications.consulting/assets/og-card.png",
      "serviceType": "Change management and leadership coaching for manufacturers",
      "provider": { "@id": "https://www.opencommunications.consulting/#organization" },
-      "areaServed": { "@type": "Country", "name": "Canada" },
+      "areaServed": [{ "@type": "Country", "name": "Canada" }, { "@type": "Country", "name": "United States" }],
-      "audience": { "@type": "BusinessAudience", "audienceType": "Canadian manufacturers navigating a change, succession, or system rollout" },
+      "audience": { "@type": "BusinessAudience", "audienceType": "Manufacturers navigating a change, succession, or system rollout" },
      "hasOfferCatalog": {
        "@type": "OfferCatalog",
        "name": "The work happens in three places",
@@ -94,7 +94,7 @@
      "@type": "WebPage",
      "@id": "https://www.opencommunications.consulting/#webpage",
      "url": "https://www.opencommunications.consulting/",
-      "name": "Open Communications | The Human Side of Change — for Canadian Manufacturers",
+      "name": "Open Communications | The Human Side of Change — for Manufacturers",
      "isPartOf": { "@id": "https://www.opencommunications.consulting/#website" },
      "about": { "@id": "https://www.opencommunications.consulting/#organization" },
      "primaryImageOfPage": "https://www.opencommunications.consulting/assets/og-card.png",
@@ -137,7 +137,7 @@
  <section class="hero" data-bg="light">
    <div class="wrap hero-wrap"><div class="hero-col">
-      <p class="eyebrow">The human side of change · for Canadian manufacturers</p>
+      <p class="eyebrow">The human side of change · for manufacturers</p>
      <h1>New systems don't fail on the tech. They fail on the <em>people.</em></h1>
      <p class="lead">Getting your people to trust the change, share what they know, and lead through it — that's what decides whether any of it sticks. We work it like a craft, not a pep talk: a clear method, and the people skill to make it land.</p>
      <div class="actions">
@@ -303,7 +303,7 @@
        <a href="#who">Who we are</a>
        <a class="footer-sw-logo" href="https://shopwisdom.ca" aria-label="ShopWisdom"><img src="assets/sw/sw-logo-white.svg" alt="ShopWisdom"></a>
      </nav>
-      <p class="footer-copy">Open Communications and ShopWisdom are practices of Open Communications, owned and operated by Michael Victory · British Columbia, Canada</p>
+      <p class="footer-copy">Open Communications and ShopWisdom are practices owned and operated by Michael Victory · British Columbia, Canada</p>
    </div>
  </div>
 </footer>
@@ -1,3 +1,5 @@
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 /* ============================================================
   Inga page components — layered on the OC design system.
   Reuses tokens + base/nav/band/footer from style.css.
@@ -6,9 +6,11 @@
 <meta name="theme-color" content="#0f1729">
 <title>Inga Michaelsen — Leadership &amp; Team Coaching | Open Communications</title>
 <meta name="description" content="Inga Michaelsen is an Associate coach with Open Communications — systems-aware, trauma-informed work that helps teams think, decide, and lead together when the path isn't clear. PCC · ACTC · ICF.">
-<link rel="preconnect" href="https://fonts.googleapis.com">
+<link rel="preload" href="assets/fonts/playfair-400.woff2" as="font" type="font/woff2" crossorigin>
-<link rel="preconnect" href="https://fonts.gstatic.com" crossorigin>
+<link rel="preload" href="assets/fonts/playfair-400i.woff2" as="font" type="font/woff2" crossorigin>
-<link rel="stylesheet" href="https://fonts.googleapis.com/css2?family=DM+Sans:wght@400;500;700&family=Lora:ital,wght@0,400;0,500;1,400&family=Playfair+Display:ital,wght@0,400;0,700;1,400&family=B612+Mono:wght@400;700&display=swap">
+<link rel="preload" href="assets/fonts/dmsans-400.woff2" as="font" type="font/woff2" crossorigin>
 <link rel="preload" href="assets/fonts/lora-400.woff2" as="font" type="font/woff2" crossorigin>
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 <link rel="stylesheet" href="inga.css">
 <meta name="robots" content="index,follow">
@@ -301,7 +303,7 @@
        <a href="index.html#who">Who we are</a>
        <a href="https://shopwisdom.ca">ShopWisdom</a>
      </nav>
-      <p class="footer-copy">Open Communications and ShopWisdom are practices of Open Communications, owned and operated by Michael Victory · British Columbia, Canada</p>
+      <p class="footer-copy">Open Communications and ShopWisdom are practices owned and operated by Michael Victory · British Columbia, Canada</p>
    </div>
  </div>
 </footer>
@@ -0,0 +1,135 @@
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  <p class="ib-tag">Internal · working board · not for clients</p>
  <h1>"Open Frame" — <em>Inspiration Board</em></h1>
  <p class="ib-sub">The framework library OC draws from to build its own change method. Started 2026-06-26 from the Mike + Inga strategy meeting and the Open Field analysis.</p>
  <div class="ib-rule">
    <p><strong>The operating rule:</strong> a framework itself is generally not protected IP — the author's <em>catchphrase / name</em> on it is. Draw freely from the established commons; <strong>coin OC's own catchphrases</strong> for what we assemble; <strong>cite</strong> named authors and don't rebrand <em>their</em> names. OC's defensible value = the synthesis + manufacturer-safe translation + our own named loop/modules + the sovereign agent + the measurement. <em>Not legal advice — verify trademarks before publishing derived copy.</em></p>
  </div>
  <p class="ib-legend"><strong>Legend:</strong> 🟢 established public concept (fair game) · 🟡 named author/trademark to cite · ⭐ already an OC anchor.</p>
  <p class="ib-theme">1 · The two states — defensive vs. open (OC's core)</p>
  <table class="ib"><thead><tr><th>Framework</th><th>Origin</th><th>Core idea</th><th>OC angle</th></tr></thead><tbody>
    <tr><td>Above / Below the Line <span class="flag">🟡⭐</span></td><td>Conscious Leadership Group (Dethmer, Chapman, Klemp)</td><td>Closed/defensive (below) vs. open/curious (above), right now</td><td>OC's most translatable idea; the Change Check sits here</td></tr>
    <tr><td>Drama Triangle → TED* <span class="flag">🟡⭐</span></td><td>Karpman (1968) → David Emerald</td><td>Victim/Persecutor/Rescuer → Creator/Challenger/Coach</td><td>The "shift" out of blame; cite both</td></tr>
    <tr><td>Ladder of Inference <span class="flag">🟢</span></td><td>Chris Argyris</td><td>Leaping from data → defensive conclusions</td><td>Why people "react"; slows the jump</td></tr>
    <tr><td>Fixed vs. Growth Mindset <span class="flag">🟡</span></td><td>Carol Dweck</td><td>Ability as fixed vs. developable</td><td>Why veterans guard "it's just experience"</td></tr>
  </tbody></table>
  <p class="ib-theme">2 · Threat &amp; safety (the nervous-system layer)</p>
  <table class="ib"><thead><tr><th>Framework</th><th>Origin</th><th>Core idea</th><th>OC angle</th></tr></thead><tbody>
    <tr><td>4 Stages of Psychological Safety <span class="flag">🟡</span></td><td>Timothy Clark</td><td>Inclusion → Learner → Contributor → Challenger safety</td><td>Open Field leaned on "challenger safety"</td></tr>
    <tr><td>SCARF <span class="flag">🟡</span></td><td>David Rock</td><td>Status/Certainty/Autonomy/Relatedness/Fairness = social threats</td><td>Names why a small change feels threatening</td></tr>
    <tr><td>Amygdala hijack / threat response <span class="flag">🟢</span></td><td>neuroscience (popularized by Goleman)</td><td>Threat → cortisol → fight/flight/fawn; ~24h to re-regulate</td><td>"Calm the nervous system first"</td></tr>
    <tr><td>Window of tolerance <span class="flag">🟡</span></td><td>Dan Siegel</td><td>The zone where you can think + relate</td><td>Trauma-informed tie; regulation</td></tr>
    <tr><td>"Rigor and soul" / conscious leadership <span class="flag">🟡⭐</span></td><td>Amy Elizabeth Fox (Mobius)</td><td>Trauma-informed leadership</td><td>OC's anchor reference</td></tr>
  </tbody></table>
  <p class="ib-theme">3 · The change journey (process)</p>
  <table class="ib"><thead><tr><th>Framework</th><th>Origin</th><th>Core idea</th><th>OC angle</th></tr></thead><tbody>
    <tr><td>Unfreeze → Change → Refreeze <span class="flag">🟢</span></td><td>Kurt Lewin</td><td>The original change model</td><td>Foundational, old, freely usable</td></tr>
    <tr><td>Change Curve <span class="flag">🟢</span></td><td>adapted from Kübler-Ross</td><td>Grief stages applied to change</td><td>The emotional arc of a rollout</td></tr>
    <tr><td>Transitions: Endings → Neutral Zone → New Beginnings <span class="flag">🟡</span></td><td>William Bridges</td><td><em>Change</em> is external; <em>transition</em> is the inner shift</td><td>Strong OC fit — the part SW's systems don't touch</td></tr>
    <tr><td>Diffusion of Innovations <span class="flag">🟢</span></td><td>Everett Rogers</td><td>Innovators → laggards adoption curve</td><td>Who adopts the new system, when</td></tr>
  </tbody></table>
  <p class="ib-theme">4 · Systems &amp; seeing the whole</p>
  <table class="ib"><thead><tr><th>Framework</th><th>Origin</th><th>Core idea</th><th>OC angle</th></tr></thead><tbody>
    <tr><td>Operating manual / "do more with less" / tensegrity <span class="flag">🟢</span></td><td>Buckminster Fuller</td><td>Whole-systems, anticipatory design</td><td>Mike's named influence — the systems-whole lens</td></tr>
    <tr><td>Leverage Points <span class="flag">🟢</span></td><td>Donella Meadows</td><td>Where to intervene in a system (ranked)</td><td>Maps to Open Field's "levers / intervention points"</td></tr>
    <tr><td>Iceberg model <span class="flag">🟢</span></td><td>systems-thinking commons</td><td>Events → patterns → structures → mental models</td><td>Look beneath the incident</td></tr>
    <tr><td>Cynefin <span class="flag">🟡</span></td><td>Dave Snowden</td><td>Simple/Complicated/Complex/Chaotic → match the approach</td><td>Don't run a complex change like a simple one</td></tr>
    <tr><td>Scenario planning <span class="flag">🟢</span></td><td>Pierre Wack / Royal Dutch Shell</td><td>Rehearse multiple futures</td><td>Inga raised it — futures thinking</td></tr>
  </tbody></table>
  <p class="ib-theme">5 · Agency &amp; ownership</p>
  <table class="ib"><thead><tr><th>Framework</th><th>Origin</th><th>Core idea</th><th>OC angle</th></tr></thead><tbody>
    <tr><td>Locus of control <span class="flag">🟢</span></td><td>Julian Rotter</td><td>Internal vs. external control</td><td>"You control how you show up" (Open Field)</td></tr>
    <tr><td>100% responsibility <span class="flag">🟡⭐</span></td><td>Conscious Leadership Group</td><td>Ownership over blame</td><td>The agency thread Inga flagged</td></tr>
    <tr><td>Accountability ladder <span class="flag">🟢</span></td><td>management commons</td><td>Below-line excuses → above-line ownership</td><td>Manufacturer-safe ownership language</td></tr>
  </tbody></table>
  <p class="ib-theme">6 · Team &amp; sizing</p>
  <table class="ib"><thead><tr><th>Framework</th><th>Origin</th><th>Core idea</th><th>OC angle</th></tr></thead><tbody>
    <tr><td>Forming/Storming/Norming/Performing <span class="flag">🟢</span></td><td>Bruce Tuckman</td><td>Team development stages</td><td>Where a team is in its arc</td></tr>
    <tr><td>5 Dysfunctions of a Team <span class="flag">🟡</span></td><td>Patrick Lencioni</td><td>Trust → conflict → commitment → accountability → results</td><td>Diagnostic ladder for team friction</td></tr>
    <tr><td>Dunbar's number / "two-pizza team" <span class="flag">🟢</span></td><td>Robin Dunbar (~150) / Bezos</td><td>Human group-size limits</td><td>The bite-size sizing Mike likes; Open Field's 150 clusters</td></tr>
  </tbody></table>
  <p class="ib-theme">7 · Measurement &amp; ROI (Inga's spine)</p>
  <table class="ib"><thead><tr><th>Framework</th><th>Origin</th><th>Core idea</th><th>OC angle</th></tr></thead><tbody>
    <tr><td>4 Levels of evaluation <span class="flag">🟡</span></td><td>Donald Kirkpatrick</td><td>Reaction → Learning → <strong>Behavior → Results</strong></td><td>The move <em>off</em> one-time workshops → observable behavior + results</td></tr>
    <tr><td>Chain of evidence / line of sight <span class="flag">🟢</span></td><td>L&amp;D commons</td><td>Link the work → org goals</td><td>Inga's "chain of evidence" intake</td></tr>
    <tr><td>Leading vs. lagging indicators <span class="flag">🟢</span></td><td>management commons</td><td>Predictive vs. outcome metrics</td><td>Pick metrics owners feel early</td></tr>
    <tr><td>ROI / Level 5 <span class="flag">🟡</span></td><td>Jack Phillips</td><td>Adds monetary ROI to Kirkpatrick</td><td>The "prove the ROI" capstone</td></tr>
  </tbody></table>
  <h2>Through-lines (where OC coins its own catchphrases)</h2>
  <ol class="ib-list">
    <li><strong>The two-state core.</strong> Below/above · drama/empowerment · threat/safe · defensive/curious · victim/creator — the <em>same binary</em> OC can own as a <strong>spectrum</strong>. → coin the catchphrase ("the line" / "the shift").</li>
    <li><strong>State → regulate → choose.</strong> Notice your nervous-system state → regulate → choose your stance. Neuroscience + agency = <strong>OC's loop</strong> — name it.</li>
    <li><strong>Change is a transition, not a project.</strong> Bridges + Kübler-Ross + Lewin = the human side SW's systems don't touch. OC's lane in one line.</li>
    <li><strong>Intervene at the right leverage point, sized right.</strong> Meadows + Cynefin + Dunbar/150 = OC's "where + how big" method.</li>
    <li><strong>Prove it with observable change.</strong> Kirkpatrick (behavior+results) + chain-of-evidence = OC's ROI spine (Inga). From "workshop" to "engagement with proof."</li>
  </ol>
  <h2>The "Open Frame" assembly (working sketch)</h2>
  <ul class="ib-list">
    <li><strong>Intake / questionnaire</strong> = Inga's ~8-barriers diagnostic + the <strong>Change Check</strong> (above/below) → sets the chain-of-evidence baseline + reads the team's state.</li>
    <li><strong>Module 1 — See the line</strong> (two-state core).</li>
    <li><strong>Module 2 — Regulate</strong> (nervous system / safety / threat).</li>
    <li><strong>Module 3 — Own it</strong> (agency / 100% responsibility / locus of control).</li>
    <li><strong>Module 4 — Move together</strong> (team dynamics / conflict transformation / right-sizing).</li>
    <li><strong>Module 5 — Make it stick &amp; prove it</strong> (transitions / leverage points / measurement + ROI).</li>
    <li>Each module = an <strong>OC catchphrase</strong> + the <strong>manufacturer-safe translation</strong> + the <strong>diagnostic tie</strong>.</li>
  </ul>
  <p class="ib-note">Next: confirm attributions + trademarks before publishing derived copy; pick OC's catchphrases for the through-lines + modules; map the intake to the chain-of-evidence (Inga + owner interviews); decide which frameworks make the v1 cut. This board is the menu, not the meal.</p>
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@@ -1,6 +1,6 @@
 # Open Communications
-> Open Communications is the human side of change for Canadian manufacturers. The systems are the easy part — we help the people in a shop trust the change, share what they know, and lead through it so the work actually sticks. Open Communications is the people side of Shop Wisdom.
+> Open Communications is the human side of change for manufacturers. The systems are the easy part — we help the people in a shop trust the change, share what they know, and lead through it so the work actually sticks. Open Communications is the people side of ShopWisdom.
 ## What we do — the work happens in three places
 - Coaching the people who carry the knowledge: one-to-one coaching that helps retiring veterans see the value in passing on what's in their heads, and actually want to.
@@ -8,10 +8,10 @@
 - Redesigning the process that could work better: structured working sessions with the people closest to the work, mapping how it really runs and building a better version the team helped shape.
 ## Who it's for
-Canadian manufacturers navigating a change, a succession, or a system rollout where the real obstacle is people, trust, and adoption — not the technology.
+Manufacturers navigating a change, a succession, or a system rollout where the real obstacle is people, trust, and adoption — not the technology.
 ## Key facts
 - Led by Michael Victory, with [Inga Michaelsen](https://www.opencommunications.consulting/inga.html) as an Associate.
 - Based in British Columbia, Canada; serves clients Canada-wide.
- The systems side — knowledge capture and the tools that run the shop — is the sister practice, [Shop Wisdom](https://shopwisdom.ca/).
+- The systems side — knowledge capture and the tools that run the shop — is the sister practice, [ShopWisdom](https://shopwisdom.ca/).
 - Contact: michael@opencommunications.consulting · 778-985-OPEN (6736)
@@ -1,5 +1,6 @@
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Author	SHA1	Message	Date
mike	f016ffdccc	Merge remote-tracking branch 'origin/staging'	2026-07-07 08:02:43 -07:00
mike	d1a4dd46c9	De-gate Canadian audience (mirror SW): "for Manufacturers", areaServed +US Title, og/twitter descriptions, JSON-LD description/audienceType, hero eyebrow, change-check meta, llms.txt. Identity (BC base) unchanged. Co-Authored-By: Claude Opus 4.8 <noreply@anthropic.com>	2026-07-07 07:57:58 -07:00
mike	9ba2e233f2	Self-host all fonts on inga + change-check (drop Google Fonts CDN) B612 Mono 400/700 + DM Sans 700 downloaded to assets/fonts; @font-face in inga.css / style.css; preloads replace the render-blocking Google stylesheet. Co-Authored-By: Claude Opus 4.8 <noreply@anthropic.com>	2026-07-07 07:47:33 -07:00
mike	95325e5785	ShopWisdom naming (one word) in JSON-LD/llms.txt + fix recursive footer line Footer now "practices owned and operated by Michael Victory" on all pages. Co-Authored-By: Claude Opus 4.8 <noreply@anthropic.com>	2026-07-07 07:10:01 -07:00
mike	3d6a022efd	Fix Call buttons: tel: fallback instead of mailto The Call buttons fell back to mailto: when the tel-rewrite script hadn't run, so tapping "Call" opened an email draft on mobile. Switch the static fallback to tel:+17789856736 (number is already public in JSON-LD, so no added scraper exposure). Display text unchanged. Email Michael buttons untouched. Co-Authored-By: Claude Opus 4.8 <noreply@anthropic.com>	2026-07-05 19:12:04 -07:00
mike	9428e7e3ee	Add Open Frame inspiration board (internal staging page) Private noindexed page rendering the framework inspiration board for remote review on oc-preview (staging). Not linked from any public page. Co-Authored-By: Claude Opus 4.8 <noreply@anthropic.com>	2026-06-26 19:11:10 -07:00
mike	cf28881bc1	OC: add the Change Check diagnostic (above/below-the-line 2-min quiz) Standalone integrated OC page (change-check.html): a 5-question, manufacturer-safe "is your team above or below the line?" check → tailored read (Above / On the line / Below) + tips + Book CTA. Top-of-funnel mirroring SW's Continuity Audit. On the staging branch for an isolated preview; not on main/production. Co-Authored-By: Claude Opus 4.8 <noreply@anthropic.com>	2026-06-26 09:10:43 -07:00