​Definition of MEWEMIND

Sukjae Lee, Ph.D.

Creator of the Effectiveness Coaching Methodology

2026. 2. 12

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​Definition of MEWEMIND

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MEWEMIND is a philosophical and structural lens that recognizes that “ME” and “WE” are not separate domains, but dynamically interconnected meaning systems.

It begins with a simple but transformative insight:

The individual (ME) already contains the collective (WE),

and the collective (WE) is continuously shaped by the meaning structures of individuals (ME).

 

More concretely

MEWEMIND is not:

• a motivational slogan
• a collectivist ideology
• a psychological technique

It is:

An ontological and systemic perspective that views human experience as the continuous interaction between individual mental models and shared meaning systems.

 

At three levels:

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1.At the Individual Level (ME)

MEWEMIND recognizes that:

• My interpretations are not purely “personal”
• My mental models were shaped in relational and social contexts
• My internal conflicts often reflect internalized “WE” structures

In other words:

There is already a “WE” inside the “ME.”

2. At the Team Level (ME ↔ WE)

MEWEMIND explains:

• Teams are not collections of personalities
• They are systems of shared mental models
• What feels like interpersonal conflict is often misaligned meaning architecture

Here, MEWEMIND becomes a bridge:

Individual awareness expands into mutual awareness.

3. At the Organizational Level (WE)

At scale, MEWEMIND reveals:

• Organizational culture is not abstract
• It is institutionalized shared mental models
• Structures embed and stabilize collective meaning

Thus:

“WE” becomes systemized meaning.

 

In one sentence

MEWEMIND is the recognition that effectiveness emerges when the mental architecture of the individual (ME) and the shared meaning system of the collective (WE) are consciously aligned and intentionally designed.

 

For Leaders:

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What is MEWEMIND?

In leadership, we often try to fix performance by upgrading people — or redesigning strategy.

MEWEMIND starts somewhere else.

It recognizes that every organization operates on invisible meaning systems —

assumptions about risk, authority, accountability, success.

Those systems live inside individuals…

and they are embedded in structures, meetings, KPIs, and decisions.

So MEWEMIND is the discipline of aligning the mental architecture of the leader with the shared architecture of the organization.

Because performance doesn’t improve when people try harder.

It improves when the system they operate in is consciously designed.

That is MEWEMIND —

leadership as the alignment of ME and WE through intentional system design.