Organizational Integrity


Organizational integrity means being aligned with your organizational essence or archetype. In the spirit of Plato’s Theory of Forms, for a horse to exist, somewhere there is a perfect form of horse-ness. For your organization to exist there is a perfect form of the idea your organization represents.

If you are delivering cataract surgery in India, building homes in Mexico or saving people from fire, your organization has a mission. The mission is an emanation of an idea, its the reflection of a perfect archetype. It may be a streamline, emanation or a clumsy bureaucratic emanation. Organizational integrity is concerned with how closely aligned your actions are with your essential idea or archetype.

Organizational integrity comes by being consciously actively and experientially committed to the spirit of the organizational essence. Consider Steve Jobs and his commitment to beauty and usability. Its about striving to manifest the archetype as perfectly as possible.


A focused, streamline business; contented committed staff that believe the mission; a culture that naturally self corrects; and customers who believe in you. Organizations without integrity are more likely to have systems that are cumbersome, corrupt, lacking in clarity and inept. A lack of integrity aligns with a lack of awareness, lack of care and cultures of selfishness. Organizations lacking integrity are more likely to be subject to court cases, malpractice suits or public shame as social media and the Internet increase transparency making the central workings of business open to public scrutiny.


Organizational integrity isn’t expensive, it takes courage. Organizational integrity is a natural outcome when employees are aware of the collective being and there is a commitment to nurturing its spirit. It is about creating organizational self awareness. It is about understanding the contradiction and tension extremities the organization is operating within, it is about getting in contact with the essence of the archetypal light, experientially and understanding the drivers in the founding impulse. Creating a culture of organizational self awareness involves engaging in a series of techniques to collaboratively explore the spirit of an organization. It is an ongoing process that could be compared to a nurturing the relationship with THE most important colleague.

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