The “Pseudomorph model of human experience” is a meta-framework to analyze self-learning systems to estimate the possibilities and probabilities of finding the best solution to a problem. The model itself does not solve your problem, but illustrates the areas where problems can occur, and what their causes and effects are.

We live in a three-dimensional world, so the easiest way to imagine our reality is like a cube. If the total of our experiences of reality is a cube, then all possible problems and all possible solutions to those problems must be somewhere inside the cube. In other words, if are able to deconstruct our construction of reality, we can identify the problem and the solution as well as our personal involvement in the problem.


The problem with the problem

Dimensions of a “problem”

Nothing can happen, when we don’t allow it to happen.

Anything can happen, when we allow it to happen. 

When we make a mistake or experience a problem, there are only six possible causes:

  • either what we did or didn’t do is the problem
  • either how we did something or didn’t do something is the problem
  • either why we did something or didn’t do something is the problem

The truth of a problem is therefore between the extremes of what, how and why we do something, and what not, how not, or why not we do something.

Solution space of problem possibilities and probabilities


The “Pseudomorph Model” of human performance

It is said, that people are unpredictable and complex.

Looking at combined science insights, people are not that unpredictable and complex as they think they are and we can model perfect learning and growth with fractal geometry.

The only KPI’s we need to consider when predicting human performance is the level of tension, conflict and fear in employees. These three KPI’s are the best predictors of learning and growth, because they are the inhibitors of flow of information.

This means, that during decisions or solving problems, we only have to make sure that these conditions are met. Then we have optimal flow of information, interpretation and interaction and growth and learning happen naturally.

After we have looked at a problem from the outside and identified it’s limits, let’s take the cube apart and have a look inside.

The pseudomorph model of human experience

The framework: The “pseudomorph matrix”

The pseudomorph matrix illustrates the possible problem dimensions as interconnected memes or frameworks. Problems in one area automatically cause problems throughout the whole system. 

We believe problems are best solved when they contribute to learning and growth, so problems don’t come back bigger than before. We want to solve problems so the solutions are sustainable. 

The matrix allows us to identify “consciousness-, perception- and attention problems” caused by tension, conflict and fear. It allows us to identify “attention problems” caused by misunderstandings and false assumptions and amplified by shame, guilt, pride and prejudice

As soon as they are removed, any team will learn faster and more effective than before. 

Why the “Pseudomorph Model” to solve your problems?

There are many approaches to happiness, change and transformation, and they are all excellent tools and methods. In fact, every industry and organizational department has their own framework and methods, and that is exactly the problem.

  1. Every framework is in essence a different language or a different set of categories. It is impossible for all employees to learn, understand and apply them across organizational units. Example: a strategic target, a customer testimonial, a feature request and a marketing strategy are the same things, they are just called differently due to their form, not due to their function. To do collaborative problem solving all employees need to speak the same language. This is the main reason for one single framework of problem solving across all organizational units.
  2. Traditional monolitic frameworks don’t work anymore, when the shit hits the fan, when the rubber hits the road, when theory meets reality. Every change process, framework or model is great, but as soon as the human factor enters a process, problems start. Standard frameworks are a great way to start every problem solving process, and in most cases (up to about 80% of the cases) they work nicely.

In at least 20% of the problems however, you are helpless, you are lost, your frameworks and concepts suddenly don’t work anymore and actually create the opposite outcome of what you were trying with your methods and strategies. That is when you experience crisis. There is nobody with experience and you have to do something for the first time. You have to do something new, because the old ain’t working anymore. There are no maps, no signs, nobody has been at this point before. Stormy sea, darkness and a fearful team force you to do things differently from the usual routine.

That is the moment when you need the pseudomorph matrix, the map to the “unconscious”, to avoid the pitfalls, the sirens and the swirls, the shallow waters and the invisible reefs. That is the moment when things that have been good for a long time all of a sudden turn bad, and what used to be right becomes wrong.

What does pseudomorph mean?

Pseudomorph is a mineral category and describes the manifold shapes and forms sandstone can have. We called our framework “pseudomorph”, because it was like jellyfish hard to nail down, and constantly changed its shape and structure, but also because of its nature as a metaframework, that can be adopted to any other problem solving framework. Morphing means to transform, and is the result of learning and growing.

Scientific base of the framework

The pseudomorph framework is based on the elementary frameworks for learning, growth and transformation, including natural sciences and social sciences as well as philosophic traditions of wisdom. Recent developments in consciousness science (Higher Order Thoery, Global Workspace Theory and Information Integration Theory, AI and deep learning) have made it possible to visualize the internal processes of consciousness. In addition, we mapped the 11 dimensions of super string theory with psycho-social models to understand the relationships between visible and invisible structures and processes as well as between people and their ecosystem.

The model is based on the observation and pattern analysis of the most extreme humans (athletes, soldiers, emergency personell, designers, artists, high-potentials, Asperger and other highly sensitive people), as well as the latest research in natural sciences.