Levels

The Inherent Strength of Intentional Change Growth happens when we decide to stop accepting mediocrity as a permanent state. This is as true for an individual as it is for the largest bureaucracy on earth. Sam Corcos, the tech entrepreneur who stepped into the role of Chief Information Officer for the U.S. Department of the Treasury, embodies a shift from theoretical potential to actionable service. His journey into the Department of Government Efficiency (DOGE) is not merely a political story; it is a psychological case study in overcoming institutional ossification through high agency and resilience. For those of us focused on mindset, his experience provides a masterclass in how to maintain an empowering perspective while facing a system designed to resist evolution. When we look at the IRS, we see more than just a tax collection agency; we see a living archive of legacy thinking. Corcos describes a system where modernization has been "five years away" since the early nineties. This kind of perpetual delay creates a culture of learned helplessness. To break this cycle, one must recognize that inherent strength lies not in the existing structures, but in the people willing to navigate them with fresh eyes. The move to put fifty non-technical leaders on administrative leave was a bold, necessary disruption of the status quo. It was an act of organizational self-respect, ensuring that those in technical roles actually possess the competence to lead. This is the first step of growth: acknowledging where the current path is failing and having the courage to pivot. Navigating the Politics of Progress One of the greatest challenges to personal or professional growth is the "politics of optics." In the public sector, this manifests as a fear of blame that paralyzes decision-making. Corcos observes that in government, the name of the game is often "cover your ass." Decisions are made by committee so that no single individual can be held accountable. This is the antithesis of the growth mindset, which thrives on ownership and learning from failure. When we outsource our accountability to a group, we lose the ability to iterate and improve. Corcos emphasizes that this bureaucracy is not unique to the public sector; it exists in any legacy organization that has lost its feedback loop. Without the threat of bankruptcy or a clear metric for success, organizations become "ossified." They stop moving toward a goal and start moving to protect their own existence. Breaking through this requires a massive influx of "high agency." This is the psychological trait of believing that your actions can directly affect your circumstances. While the private sector often selects for this naturally, the public sector frequently disincentivizes it. To be a change agent in such an environment requires a level of resilience that most people never have to develop. It means hounding people for deliverables, checking on the same task for weeks, and refusing to accept "that's the way we've always done it" as a valid answer. The Incentive Problem and the Price of Service In our quest for potential, we must often ask what we are willing to sacrifice. For Corcos, the sacrifice was literal: a significant pay cut and the relinquishing of his role as CEO of Levels. The U.S. government faces a severe talent gap because it cannot compete with private-sector salaries for top-tier engineers. A Chief Information Officer responsible for billions in spending earns a fraction of what a mid-level manager at a tech giant might make. This creates a selection effect where the only people who take these roles are either very young, very wealthy, or near retirement. This structural flaw prevents the government from building a robust middle class of technical leadership. If we want systems that work, we must align incentives with excellence. Currently, the system rewards tenure over performance. Corcos notes that the most common way to deal with a poor performer in government is to promote them to another team—a practice known as "passing the parcel." This creates a toxic environment for high-achievers. True resilience involves staying committed to a mission even when the surrounding system does not reward your effort. It is the ability to find intrinsic value in the work when extrinsic rewards are absent. Deconstructing the Procurement Labyrinth The procurement process is perhaps the most visible example of how good intentions can lead to disastrous outcomes. Systems like the Federal Acquisitions Regulation (FAR) were designed as "checks and balances" to prevent corruption, but they have evolved into a maze that costs the taxpayer millions every day. Corcos cites the example of the IRS paper processing initiative. Despite the obvious efficiency of using external vendors to digitize paper, the process is held back by rules that allow any vendor to contest a contract for a hundred dollars, stopping progress for thirty days at a time. This is a classic case of over-indexing on process at the expense of outcomes. In personal growth, we often do the same: we spend so much time planning, researching, and "preparing" that we never actually take the first intentional step. We become victims of our own internal bureaucracy. Corcos’s work at DOGE is a reminder that we must occasionally slash through the red tape of our own lives. Efficiency isn't just about saving money; it’s about reclaiming time and energy for things that matter. When the IRS spends a million dollars a day because it cannot finalize a contract, that is a tragedy of wasted potential. We must be ruthless in identifying where our own "legacy processes" are draining our vitality. The Myth of Modernization Corcos offers a profound insight into how we view technological evolution: we should stop talking about "modernization." The term implies that you can throw a massive amount of money at a problem once and then never touch it again. He compares software to a puppy rather than a house. A house requires occasional maintenance, but a puppy requires constant, daily care, feeding, and training. Software is a living system. If you build it and then walk away, it becomes "legacy" almost immediately. This shift in perspective is vital for anyone pursuing a goal. We often think of success as a destination—a modernized state we reach. In reality, growth is a continuous software development lifecycle. You iterate, you gather feedback, and you update your "operating system" daily. The IRS has over a hundred "competing sources of truth" because it repeatedly tried to build new systems on top of old ones without ever truly integrating them. This fragmentation is exactly what happens in our minds when we try to adopt new habits without addressing the underlying "mainframe" of our beliefs. We end up with a Rube Goldberg machine of self-help tactics that don't communicate with each other. Security, Speed, and the Weight of Responsibility A common critique of the "move fast and break things" mentality is that it risks the security of sensitive data. With three hundred million Americans' information at stake, the IRS cannot afford to be flippant. However, Corcos argues that the current "slow and broken" state is its own security risk. When systems are so fragmented that engineers can't even get authorized to use modern code editors, the result is a massive reliance on outdated, vulnerable software. True security comes from competence, not just caution. The Authority to Operate (ATO) process, meant to ensure safety, often takes years to approve simple tools. This forces highly skilled people to work with "toys" from twenty years ago. The lesson here is that slowing down does not always mean staying safe; sometimes, it just means staying stagnant. Resilience requires the ability to move with speed while maintaining integrity. It means building "unified APIs" so that different parts of an organization—or different parts of our own lives—can finally speak the same language. We must strive for a single source of truth in our values and our data. The Path Forward: Establishing Permanent Change As Corcos looks toward the end of his tenure, the question of permanence looms large. How do you ensure the "weeds don't grow back" once the change agent leaves? The answer lies in structural reform, not just individual effort. This means moving from tenure-based promotions to performance-based ones and fixing the hiring pipeline so that engineers are actually interviewed by other engineers. We must build systems that outlast our own temporary bursts of motivation. For the government, this involves legislative fixes and a cultural shift toward technical leadership. For the individual, it involves setting up "automated" habits and environments that support our highest potential. Corcos’s work is a testament to the fact that no system is too large to be questioned, and no problem is too old to be solved. If we can approach the U.S. government with the belief that it can be fixed one intentional step at a time, we can surely do the same for our own lives. The future belongs to those who are willing to get into the dirt, challenge the faxes of the past, and build the unified systems of tomorrow.