I've never worked at Dalio's hedge fund, Bridgewater, but after we studied their culture and performance in grad school, I did consider working there & spoke to a number of their alum (full disclosure: I did apply and was rejected in later rounds).

Bridgewater is easily one of the most consistently performant hedge funds in history, so it's hard to argue there isn't anything at all to ways in which they're different. Capital-T-Truth is worth its weight in gold when your business is predicting the future.

My conclusion was that the system for which Principles sets the stage really does seem like a sort of Truth-utopia. I say that with no hint of irony--it really does sound like bliss to have so many unproductive communication complexities actively suppressed. If you've ever felt like work shouldn't be about navigating complex political landscapes, or other people's egos and insecurities, but instead about the team's mission, then a system built on Dalio's principles is probably up your alley.

In practice, it turns out it might be a little tricky. Understandably, there's a tremendous stigma at Bridgewater with becoming defensive when confronted with your potential 'wrongness.' It's one of the things they screen heavily for: can you receive aggressive critique of your argument, often bordering on personal attack, without feeling threatened or defensive--ie, while still maintaining a relentless pursuit of Truth?

Problems start (again, as I understand it second-hand) at the point where people use Truth-seeking methodology like a cudgel. Consider a simple example, not significantly altered from a friend's first-hand experience:

You: "I think we ought to do X, because of [etc etc]"

Colleague: "What? It feels like you're not even considering Y. I think what we're seeing is that you're consistently refusing to get your head out of your ass and see [etc etc]. You have a bias that leads you towards X, and it's making you useless to this project."

You: "I understand your argument and I think it's fair to think I have that bias. However, I've thought a lot about that particular bias, and I've concluded that it isn't a bias because of [etc etc]. So I think the premise of your objection is flawed."

In this example, were 'You' responding to the merits of the argument presented, or were you being defensive? How do you know? How do you disagree with arguments couched in critiques of your objectiveness, self-awareness, etc?

The conclusion I ultimately settled on was that so-called 'social niceties' don't just serve as kid-gloves for fragile egos. They're also a reliable mechanism of giving people the space to engage in honest discussions about their own short-comings as they relate to the argument.

Because the Colleague in this example had been conditioned to understand that more aggressive arguments can functionally shut-out a dissenting opinion (because, again, of the stigma around defensiveness), I'd argue he/she had incentive to act aggressively.

In some respects, the Colleague in this example has failed to check their own emotions (irritation, frustration, etc.)--a slip-up that isn't nearly as vilified as failing to control emotions when confronted. This sort of asymmetry, I think, is one of the bigger risks in this type of system.

Like I said at the top, though, I ultimately did apply. My reasoning was simple: every work culture has its baggage (I'd come from investment banking), and I felt this baggage was more manageable than most other types I was familiar with.

Now that I'm building my own company, I've been re-reading Dalio's stuff. I really respect what Bridgewater is trying to do culturally, and I'm anxious to see if parts of it are transferable to a more tech-oriented workplace (and one where the average worker doesn't gross $200k+, fwiw).