Model Location: Central element of the Personal Process

Relational Reality

Most teams don’t fail because they lack talent.

They fail because they miss what’s really happening – in themselves, in each other, and in the space between them.

Awareness is the shared discipline that prevents missteps and breakdowns.

What Is It?

Awareness is the capacity to notice what usually slips by: the shift in tone, the silence that speaks volumes, the unspoken assumptions shaping behaviour.

In teams, it’s the foundation of presence and understanding. Without it, people talk past each other and act on incomplete pictures.

Why It Matters

• Trust maintenance. Trust erodes quietly if no one notices small breaches.
• System insight. Teams with awareness spot repeating patterns and address root causes.
• Quality of interaction. Awareness helps conversations land more accurately, reducing misunderstanding.
• Collective steadiness. A team that sees clearly can hold its ground under pressure.

Business Impact

Teams that cultivate awareness:

• Reduce costly rework by catching misalignment early.
• Adapt more quickly to change because they register weak signals.
• Retain engagement by showing attentiveness and respect.

Dilemma / Tension Point

Do you move fast – or do you see clearly?

Groups often prize speed, but speed without sight leads to mistakes. Teams that pause to notice what’s happening can still act fast – but with greater precision.

Archetypal Voice – The Sovereign

The Sovereign energy in a team helps people step back to see the whole field.

It orients the group, frames reality, and establishes clarity as the basis for shared action.

Authority emerges not from position, but from vision that others recognise.

Team Practices

• Shared Pause: Before closing a discussion, hold a brief silence together. Surface anything unsaid before moving on.
• Pattern Review: After conflicts, reflect as a group on what keeps repeating. That’s the deeper issue.
• The Unasked Question: End a meeting with, “What are we not paying attention to?” and listen.
• Perspective Swap: Invite someone to voice the opposite view, even if they don’t hold it. Notice how the field of awareness widens.

Shadow / Polarity

The shadow of Awareness is overconfidence – assuming the team already sees enough.

Risks of Neglect

• Blind spots multiply and solidify into culture.
• Conversations stay surface-level while deeper issues persist.
• People feel unseen, leading to disengagement.
• Teams lose adaptability when they stop noticing what’s really happening.

Relational Map Note

In the Highly Relational Team, Awareness is one strand in the Personal Process that becomes Presence. Presence allows teams to stay composed and responsive when pressure intensifies.

Close – Relational Edge

Teams aren’t defined by how fast they move, but by how well they see.

What are you and your colleagues pretending not to notice?

Model Location: Central element of the Team Process

Relational Reality

No team can perform well if people don’t feel they belong.

Belonging isn’t about fitting in – it’s about being accepted as you are.

When it’s missing, people protect themselves instead of participating.

What Is It?

Belonging is the felt sense of inclusion and acceptance.

It arises when people experience being recognised, respected, and received.

In teams, belonging creates the foundation of trust that allows everything else to grow.

Why It Matters

• Psychological safety. People contribute more when they feel they won’t be rejected.
• Engagement. Belonging drives motivation and discretionary effort.
• Cohesion. It weaves individuals into a shared “we”.
• Resilience. Teams that belong together recover faster from conflict or change.

Dilemma / Tension Point

Do you seek comfort – or authenticity?

Belonging isn’t about blending in or avoiding tension. It’s about inclusion that honours difference.

Archetypal Voice – The Lover

The Lover energy binds teams through empathy and acceptance.

It reminds the group that before we can perform, we must relate – and before we can relate, we must belong.

Belonging is the Lover’s ground of safety: where people stop guarding themselves and start giving themselves.

Team Practices

• Welcome Round: Begin new projects by inviting everyone to share what they hope to bring and what helps them feel included.
• Story Share: Exchange personal stories of when you’ve felt you most belonged - and least.
• Inclusive Rituals: Create small, consistent gestures that signal “you’re part of this” (check-ins, celebrations, acknowledgements).
• Difference Dialogue: Surface what makes each person distinct and how it enriches the team.

Shadow / Polarity

The shadow of Belonging is conformity – safety purchased at the cost of individuality.

Risks of Neglect

• People self-censor or withdraw.
• Energy goes into impression management instead of contribution.
• Outsiders remain peripheral; insiders become cliques.
• Team identity weakens under stress.

Relational Map Note

Belonging anchors the Team Process – together with Connection and Commitment, it builds the Unity that defines a Highly Relational Team.

Close – Relational Invitation

Belonging begins when someone feels seen.

Who in your team most needs to know they belong?

Model Location: Core element of the Personal Process

Relational Reality

Teams don’t trust people who say one thing and do another.

Congruency is the measure of whether thoughts, feelings, words and actions align.

Without it, credibility dissolves and culture fragments.

What Is It?

Congruency is alignment between belief, expression, and action.

For teams, it shows up when people’s contributions match their commitments, when values are lived not just stated, and when behaviour is consistent across contexts.

Why It Matters

• Trust. Congruency builds reliability in relationships.
• Clarity. Teams know where they stand when people show up consistently.
• Reduced friction. Misunderstanding drops when actions and words align.
• Resilience. Under pressure, congruency sustains credibility.

Dilemma / Tension Point

Do you project an image – or embody what you stand for?

Inconsistent behaviour confuses and frustrates colleagues. Congruency demands discipline: being the same person in public, in private, and under stress.

Leadership Application (Team-Centric)

Congruency in teams means:

• Actions reflect shared commitments.
• People challenge misalignment directly rather than avoiding it.
• Members hold each other accountable to the standards they’ve set.

Archetypal Voice – The Sovereign

The Sovereign energy brings order through consistency.
It reminds the group: trust is earned when what is said and what is done align.

Congruency is the Sovereign’s mark of authenticity.

Team Practices

• Values Check: Review decisions and ask if they reflect the team’s stated principles.
• Mirror Feedback: Invite colleagues to say if your behaviour matches your commitments – without defensiveness.
• Consistency Audit: Compare how the team shows up in different settings; check for drift.
• Peer Accountability: Create forums where anyone can challenge when practice diverges from principle.

Shadow / Polarity

The shadow of Congruency is expedience – doing whatever is easiest in the moment.

Risks of Neglect

• Erodes trust quickly across teams and stakeholders.
• Breeds cynicism: values become empty words.
• Disengages high contributors unwilling to work under double standards.
• Undermines collective authority when consistency is most needed.

Relational Map Note

Congruency is a pillar of the Personal Process in the Highly Relational Team.
With Awareness and Contribution, it builds the Presence that sustains high-trust teams.

Close – Relational Check-In

Trust begins where alignment is visible.

Where are you most aligned between words and actions – and where are you drifting from what you claim to value?

Model Location: Core element of the Team Process

Relational Reality

Teams communicate constantly – but connection is rarer.

Connection is the energy that flows when people are present to one another, not just exchanging information.

It’s what turns coordination into collaboration.

What Is It?

Connection is emotional contact – being attuned to others in real time.

It’s the meeting point of attention, empathy, and responsiveness.

In teams, connection enables honesty, synchrony, and shared emotion – the glue that holds relationships through tension.

Why It Matters

• Trust in action. Connection transforms words into felt reliability.
• Communication quality. It reduces distortion and deepens understanding.
• Engagement and morale. People stay longer where they feel connected.
• Performance flow. Connection synchronises action under pressure.

Dilemma / Tension Point

Do you manage relationships – or engage them?
Connection requires emotional risk: to listen deeply, reveal yourself, and be changed by the encounter.

Archetypal Voice – The Lover

The Lover energy restores the human pulse in teamwork.

It says: presence matters more than process.

Connection thrives where people give attention generously and receive it graciously.

Team Practices

• Relational Check-In: Begin meetings by asking, “How are we, really?” not just “What’s on the agenda?”
• Listening Triads: Rotate short rounds where one speaks, one listens, one observes – to deepen mutual presence.
• Connection Audit: Reflect on where relationships feel strong or strained; plan intentional repair.
• Micro-Moments: Notice small gestures – gratitude, humour, empathy – that strengthen the relational web between people.

Shadow / Polarity

The shadow of Connection is fusion – losing healthy boundaries in the name of harmony.

Risks of Neglect

• Relationships become transactional.
• Misunderstandings multiply without repair.
• Emotional distance breeds disengagement.
• Collaboration feels mechanical instead of human.

Relational Map Note

Connection joins Belonging and Commitment to form the Team Process of the Highly Relational Team.
Together they sustain the Intimacy and Identity that enables Unity and trust.

Close – Relational Pulse

Connection is attention in motion.

Where in your team is the thread of connection thinning – and who will reach across first?

Model Location: Core element of the Personal Process

Relational Reality

Teams thrive when every person brings their full value.
Contribution is the act of offering skills, perspective, and energy in service of the collective.

Without it, teams exist in name only – present in structure but hollow in substance.

What Is It?

Contribution isn’t just activity; it’s meaningful participation directed toward shared goals.

It’s the difference between occupying space and adding value.

Contribution transforms individual expertise into collective progress.

Why It Matters

• ‍Value creation. Teams deliver more when contributions are balanced and intentional.‍
• Engagement. Active contribution reduces passivity and withdrawal.‍
• Fairness. Shared contribution prevents resentment from uneven effort.‍
• Momentum. Collective energy sustains progress.

Business Impact

Teams with strong contribution practices:

• Leverage diverse expertise to increase productivity.
• Accelerate problem-solving by distributing ownership.
• Retain talent by ensuring efforts are visible and valued.

Dilemma / Tension Point

Are you a participant – or a passenger?

Teams stall when members hold back. Contribution requires presence, effort, and accountability from everyone.

Archetypal Voice – The Sovereign

The Sovereign energy defines contribution as duty fulfilled.

It reminds teams that authority and belonging bring responsibility.

Contribution is how each person signals: I am invested in our shared success.

Team Practices

• ‍Role Clarity: Revisit and agree on what each member is expected to bring.‍
• Balance Review: Check if contribution is fairly distributed or unevenly carried.
• ‍Value Visibility: Name and celebrate the unique input each person offers.‍
• Contribution Commitment: Ask in meetings: “What’s the most valuable thing you can bring to this next step?”

Shadow / Polarity

The shadow of Contribution is withdrawal – showing up in body but not in effort or presence.

Risks of Neglect

• Resentment grows when some carry more than others.
• Passive members weaken overall capacity.
• Energy drains as accountability is lost.
• Collective results fall short of potential.

Relational Map Note

Contribution is a core of the Personal Process in the Highly Relational Team.

In balance with Awareness and Congruency, it builds the Presence that sustains high-functioning teams.

Close – Team Challenge

Every team is only as strong as the energy each person contributes.

Where are you holding back from offering your full value – and what would change if you stepped in fully?

Model Location: Core element of the Team Process

Relational Reality

Belonging welcomes you in, connection binds you together – but commitment keeps you there when things get hard.

Without it, teams fracture under pressure.
Commitment turns intention into endurance.

What Is It?

Commitment is the choice to stay in relationship – to remain engaged even when trust is tested or results are uncertain.

It’s the willingness to invest attention, effort, and care beyond convenience.

In teams, commitment shows up as reliability, shared accountability, and persistence through difficulty.

Why It Matters

• Stability. Teams that stay the course build depth and capability.
• Accountability. Commitment turns promises into practice.
• Resilience. Adversity strengthens rather than splits the group.
• Reputation. Consistent commitment builds credibility inside and out.

Dilemma / Tension Point

Do you stay present – or look for the exit?

Commitment means choosing relationship even when results aren’t immediate or easy.

Archetypal Voice – The Lover

The Lover’s commitment is rooted in care.

It reminds teams that loyalty and responsibility are forms of love – the decision to keep showing up for each other.

Through commitment, the Lover brings endurance to the emotional life of the team.

Team Practices

• Commitment Round: Reaffirm what each person is committed to – the goal, the team, and the relationships.
• Repair Ritual: After conflict, name what was damaged and how each will restore trust.
• Stay Conversations: Talk about what keeps each member engaged – and what might cause them to withdraw.
• Shared Milestones: Mark progress together to reinforce collective investment.

Shadow / Polarity

The shadow of Commitment is obligation – staying out of guilt or fear rather than genuine choice.

Risks of Neglect

• Teams splinter under strain.
• Promises lose meaning when follow-through wavers.
• Morale erodes when people stop depending on one another.
• The culture becomes transactional, not relational.

Relational Map Note

Commitment completes the Lover’s triad in the Highly Relational Team.

With Belonging and Connection, it creates the Unity that defines mature relational teams.

Close – Relational Resolve

Commitment is love that lasts through friction.

When pressure rises, do you lean in – or check out?

Model Location: Double overlap of Awareness + Congruency (Personal Process)

Relational Reality

Teams often see events, not patterns. They react to moments but miss meaning.

Insight is the shift from observation to understanding — seeing into the dynamics beneath behaviour.

It’s what turns information into wisdom and awareness into foresight.

What Is It?

Insight is the capacity to recognise what drives the surface — the deeper motives, fears, and hopes shaping how people show up.

It unites Awareness (seeing clearly) with Congruency (being truthful) to reveal what is most real.

Insight asks: What’s really going on here — in me, in us, in the system?

Why It Matters

• Pattern recognition. Teams stop repeating mistakes when they see their origins.
• Systemic intelligence. Insight connects cause and consequence across relationships.
• Empathy. Understanding the drivers behind behaviour reduces judgement.
• Foresight. With insight, teams anticipate change instead of being surprised by it.

Dilemma / Tension Point

Do you interpret — or do you inquire?

Without inquiry, teams jump to conclusions; without interpretation, they fail to act.

Insight balances both — reflection that informs decisive movement.

Archetypal Voice – The Sovereign and the Magician

When the Sovereign meets the Magician, clarity becomes illumination.

The Sovereign provides structure and honesty; the Magician brings curiosity and depth.

Together, they help teams name what is true beneath what is said.

Team Practices

• Meaning Map: After an event, trace what might have driven each behaviour — not to blame, but to understand.
• Pattern Naming: Regularly identify the team’s recurring stories or cycles; give them names to make them discussable.
• Curiosity Round: Ask, “What might we be missing about why this keeps happening?”
• Inner Mirror: Pause before reacting — what part of this dynamic belongs to me?

Shadow / Polarity

The shadow of Insight is over-analysis — endless reflection without movement.

Risks of Neglect

• Teams repeat unexamined patterns.
• Misunderstanding persists beneath polite conversation.
• Emotional distance replaces curiosity.
• Leaders address symptoms, not causes.

Relational Map Note

In the Highly Relational Team, Insight fuses Awareness and Congruency — perception with alignment.

It’s the doorway through which Presence begins to form.

Close – Relational Reflection

Insight starts with looking in before looking out.

What truth about your team are you beginning to see more clearly — and what will you do with that understanding?

Model Location: Double overlap of Belonging + Connection (Team Process)

Relational Reality

Most teams talk easily — few reveal honestly.

Intimacy is the courage to show what’s real and the generosity to receive it in others.

It transforms connection into trust and belonging into depth.

What Is It?

Intimacy is mutual openness — the willingness to be seen and to see others as they are.

It fuses Belonging (safety) with Connection (attunement) to create a field where vulnerability is not weakness but strength.

In teams, intimacy enables truth-telling without blame and disagreement without disconnection.

Why It Matters

• Psychological depth. Intimacy strengthens emotional literacy and self-awareness.
• Trust repair. Honest sharing heals rifts faster than surface apologies.
• Creativity. Teams risk new ideas when it’s safe to reveal unfinished thinking.
• Engagement. Intimacy builds bonds that withstand tension and change.

Dilemma / Tension Point

Do you protect yourself — or reveal yourself?

Intimacy asks for disclosure that may feel risky but leads to real relationship.

Archetypal Voice – The Lover and the Magician

When the Lover meets the Magician, feeling meets meaning.

The Lover brings openness; the Magician brings reflection.

Together, they invite the team into honest dialogue where emotion and insight coexist.

Team Practices

• Truth Rounds: Invite members to name what they’re feeling, not just thinking, about key issues.
• Vulnerability Rituals: Begin sessions with “What I find hard to say but need you to know…”
• Repair Dialogues: Address tension quickly, naming the emotional as well as practical impact.
• Depth Questions: Ask beyond performance — “What’s alive for you right now in this work?”

Shadow / Polarity

The shadow of Intimacy is overexposure — sharing without boundaries or discernment.

Risks of Neglect

• Emotional distance replaces trust.
• Unspoken feelings harden into resentment.
• Innovation declines as people censor themselves.
• Collaboration becomes polite but hollow.

Relational Map Note

Intimacy unites Belonging and Connection in the Highly Relational Team.

It is the relational depth through which teams move from polite cohesion to authentic collaboration.

Close – Relational Depth

Intimacy is truth shared with care.

What truth in your team most needs to be spoken — and safely received?

Model Location: Double overlap of Awareness + Contribution (Personal Process)

Relational Reality

Teams lose energy when reflection never meets action.

Immediacy is the discipline of engaging directly and truthfully in the moment — bringing awareness into contact with reality.

It’s where clarity becomes courage.

What Is It?

Immediacy is the ability to respond to what’s happening right now — not what you wish were happening.

It unites Awareness (seeing) with Contribution (acting) to create a presence that’s responsive, not reactive.

In teams, immediacy shows up as timely feedback, direct dialogue, and embodied responsiveness under pressure.

Why It Matters

• Momentum. Decisions happen when people speak what’s true in the moment.
• Trust. Direct communication signals respect and reduces second-guessing.
• Agility. Teams adapt faster when they respond rather than delay.
• Courage. Immediacy demands showing up, even when the stakes feel high.

Dilemma / Tension Point

Do you protect comfort — or engage reality?

Teams often delay truth to avoid friction. Immediacy asks for contact: addressing what matters, when it matters, while staying grounded.

Archetypal Voice – The Sovereign and the Warrior

When the Sovereign meets the Warrior, insight becomes action.

The Sovereign ensures clarity of purpose; the Warrior provides courage and follow-through.

Together, they turn awareness into commitment and talk into traction.

Team Practices

• The Now Check: Before acting, ask, “What’s happening right now that we need to address?”
• Direct Talk: Name issues in real time, respectfully and without delay.
• Heat & Hold: When tension rises, stay with it long enough to reach understanding, not retreat.
• Action Alignment: End meetings by naming one concrete action each person will take immediately.

Shadow / Polarity

The shadow of Immediacy is impulsiveness — acting without sufficient reflection.

Risks of Neglect

• Conversations stall in theory instead of practice.
• Issues linger unresolved, draining energy.
• Avoidance becomes normalised.
• The team’s credibility declines when insight isn’t backed by action.

Relational Map Note

Immediacy fuses Awareness and Contribution — perception with action.

It embodies the reflexive intelligence that transforms awareness into effectiveness.

Close – Relational Edge

Immediacy is awareness in motion.

What conversation or decision is waiting for your direct engagement — right now?

Model Location: Double overlap of Belonging + Commitment (Team Process)

Relational Reality

Belonging says I’m part of this.
Commitment says I’ll stay with this.
Identity says This is who we are together.

It’s the shared “we” that gives teams coherence and pride.

What Is It?

Identity is the collective sense of self — the story a team tells about who it is, what it stands for, and how it behaves when no one’s watching.

It fuses Belonging (inclusion) with Commitment (endurance) to create kinship — a unity built on shared values and purpose.

Why It Matters

• Clarity. Teams with strong identity make consistent decisions.
• Loyalty. People defend and uphold what they feel part of.
• Accountability. Behaviour aligns naturally with shared purpose.
• Reputation. External stakeholders trust what’s internally integrated.

Dilemma / Tension Point

Do you blend in — or belong to something bigger?
Identity requires differentiation: defining who we are, and who we are not.

Archetypal Voice – The Lover and the Warrior

When the Lover meets the Warrior, care meets commitment.
The Lover nurtures belonging; the Warrior protects what matters.

Together, they forge a shared sense of identity that stands firm under pressure.

Team Practices

• Story of Us: Co-create a narrative that defines who the team is and why it exists.
• Values-in-Action: Reflect regularly on how the team lives its stated values.
• Boundary Conversations: Discuss what the team will and will not compromise on.
• Rituals of Recognition: Honour behaviours that express the team’s true character.

Shadow / Polarity

The shadow of Identity is tribalism — unity that excludes difference or resists growth.

Risks of Neglect

• Teams lose coherence and drift in purpose.
• Culture fragments into subgroups.
• Motivation wanes when values feel abstract.
• The external image diverges from internal reality.

Relational Map Note

Identity fuses Belonging and Commitment in the Highly Relational Team.
It anchors Unity by turning emotional connection into collective character.

Close – Relational Grounding

Identity is love with a backbone.

What story does your team live by — and does it still hold true?

Model Location: Enabler of Insight – linking Awareness + Congruency (Personal Process)

Relational Reality

Teams can be smart but scattered – full of motion, low on reflection.
Mindfulness brings composure to the system.

It’s the discipline that steadies awareness and aligns perception with truth.

What Is It?

Mindfulness is sustained, non-judgemental attention – awareness turned inward as well as outward.
It integrates Awareness (seeing clearly) with Congruency (being truthful) so that perception becomes understanding.

In teams, mindfulness shows up as collective composure: noticing reactions before they shape behaviour.

Why It Matters

• Self-regulation. Calm attention supports emotional intelligence.
• Clarity. Mindful teams see situations as they are, not as they fear or wish them to be.
• Presence. Attention anchors people in the here and now.
• Learning. Reflection turns experience into insight.

Dilemma / Tension Point

Do you notice – or do you judge?
Mindfulness replaces self-criticism with curiosity, creating the psychological space where growth begins.

Archetypal Voice – The Sovereign and the Magician

When the Sovereign meets the Magician, awareness becomes wisdom.
The Sovereign provides steadiness; the Magician adds depth of perception.

Together they cultivate attention as the ground of truth.

Team Practices

• Three-Breath Pause: Begin and end meetings with three conscious breaths – to arrive fully.
• Reaction Check: When tension rises, ask, “What’s happening in me right now?” before responding.
• Mindful Review: After key moments, reflect not just on what happened but how you were.
• Collective Stillness: Practise brief silences in groups – learning to tolerate quiet attention together.

Shadow / Polarity

The shadow of Mindfulness is detachment – observing without engaging.

Risks of Neglect

• Teams act from reactivity instead of awareness.
• Stress spreads unchecked through the group.
• Reflection disappears in the rush to act.
• Learning loops close before insight forms.

Relational Map Note

Mindfulness enables Insight by aligning Awareness and Congruency – seeing inwardly and truthfully.
It also sustains the entire Personal Process, helping Presence emerge through steadiness and self-awareness.

Close – Relational Stillness

Mindfulness turns attention into clarity.

When the pace quickens, can your team stay calm enough to see what’s really happening?

Model Location: Enabler of Immediacy – linking Awareness + Contribution (Personal Process)

Relational Reality

Awareness without action stalls; action without awareness collides.
Reflexivity is the bridge – the art of thinking about what you’re doing while doing it.

It’s how teams stay agile without losing themselves.

What Is It?

Reflexivity is dynamic self-awareness in motion.
It combines Awareness (seeing) with Contribution (acting) to create responsiveness: noticing impact and adjusting in real time.

In teams, reflexivity means reviewing not only results but relationships – how our way of showing up affects one another.

Why It Matters

• Adaptability. Reflexive teams pivot quickly while staying aligned.
• Learning culture. Mistakes become information, not failure.
• Feedback fluency. Reflexivity normalises open, real-time correction.
• Collective presence. Teams stay in tune with one another moment to moment.

Dilemma / Tension Point

Do you defend – or reflect?
Without reflexivity, teams justify rather than learn. The reflexive stance turns defensiveness into development.

Archetypal Voice – The Sovereign and the Warrior

When the Sovereign meets the Warrior, awareness becomes effectiveness.
The Sovereign ensures perspective; the Warrior ensures momentum.

Together, they transform reflection into responsive action.

Team Practices

• After-Action Pause: Following each key event, ask: “What just happened, and what did we learn?”
• Feedback Loop: Give and receive feedback in the moment, without ceremony or delay.
• Impact Awareness: Regularly ask, “What effect did my action have on others?”
• Learning Pulse: End meetings by naming one insight the team will carry forward.

Shadow / Polarity

The shadow of Reflexivity is over-correction – constant adjustment that erodes confidence or pace.

Risks of Neglect

• Teams repeat unexamined mistakes.
• Feedback feels unsafe or forced.
• Agility declines as patterns go unnoticed.
• Insight remains theoretical without application.

Relational Map Note

Reflexivity enables Immediacy by uniting Awareness and Contribution – perception with action.
It also underpins the whole Personal Process, ensuring that learning and adaptability lead toward integrated Presence.

Close – Relational Agility

Reflexivity is awareness that moves.

How quickly can your team notice, learn, and adjust without losing balance?

Model Location: Enabler of Intimacy – linking Belonging + Connection (Team Process)

Relational Reality

Teams crave honesty but often fear exposure.
Vulnerability is the bridge between safety and truth.
Without it, connection remains shallow and belonging turns to performance.

What Is It?

Vulnerability is the willingness to be seen — to express uncertainty, need, or emotion without some form of protection.

It blends Belonging (acceptance) with Connection (contact) to open the relational field.
In teams, vulnerability enables candour, repair, and mutual understanding.

Why It Matters

• Trust creation. Openness signals safety, inviting others to do the same.
• Emotional repair. Vulnerability restores trust faster than defence ever can.
• Innovation. New ideas require risking the unknown.
• Collaboration. Honest expression replaces guessing with genuine dialogue.

Dilemma / Tension Point

Do you protect yourself — or let yourself be known?
Vulnerability doesn’t mean oversharing — it means choosing authenticity over impression.

Archetypal Voice – The Lover and the Magician

When the Lover meets the Magician, emotion meets awareness.
The Lover supplies heart; the Magician brings reflection.
Together, they turn shared exposure into shared understanding.

Team Practices

• Courage Rounds: Invite people to share something they’re finding hard or uncertain about right now.
• Repair Dialogues: After tension, each person names their part in the breakdown and what they’ll do to mend it.
• Risk Invitations: Celebrate when someone shares an uncomfortable truth — treat it as leadership, not weakness.
• Permission Signals: Leaders model by naming their own fallibility first.

Shadow / Polarity

The shadow of Vulnerability is emotional dumping — uncontained expression that burdens others.

Risks of Neglect

• Trust remains conditional and shallow.
• Feedback becomes guarded or performative.
• Team culture favours competence over honesty.
• Connection erodes beneath unspoken truths.

Relational Map Note

Vulnerability enables Intimacy by joining Belonging and Connection — acceptance with openness.

It also sustains the entire Team Process, allowing authentic relationships to deepen and hold together on the way to Unity.

Close – Relational Courage

Vulnerability is the strength to stay open.

When honesty feels risky, what truth still needs to be spoken?

‍

Model Location: Enabler of Identity – linking Belonging + Commitment (Team Process)

Relational Reality

Teams succeed when people care enough to stay connected through difficulty.
Kinship is that deep loyalty — the sense of us that binds people beyond role or reward.
Without it, belonging becomes fleeting and commitment transactional.

What Is It?

Kinship is shared allegiance born of mutual respect and care.
It fuses Belonging (inclusion) with Commitment (endurance) to create a sense of family or tribe — not sentimentally, but through shared responsibility.

In teams, kinship shows as standing up for each other, holding each other to account, and staying in relationship through conflict.

Why It Matters

• Resilience. Teams endure pressure when bonds are strong.
• Accountability. People uphold standards for each other, not just themselves.
• Loyalty. Kinship fosters commitment through care, not compliance.
• Culture. It creates belonging that lasts beyond individual tenure.

Dilemma / Tension Point

Do you stand together — or stand apart?
Kinship is the decision to hold one another through tension, not only through ease.

Archetypal Voice – The Lover and the Warrior

When the Lover meets the Warrior, compassion gains backbone.
The Lover nurtures care; the Warrior protects what matters.

Together, they forge solidarity — loyalty that strengthens under strain.

Team Practices

• Mutual Stand: Publicly back one another’s integrity when challenged.
• Shared Challenge: Take on difficult tasks together rather than assigning blame.
• Relational Checkpoint: Periodically ask, “Are we still for each other, even when we disagree?”
• Care in Action: Notice when someone is under strain and offer help without waiting to be asked.

Shadow / Polarity

The shadow of Kinship is clannishness — loyalty that excludes or resists difference.

Risks of Neglect

• Team bonds weaken when pressure mounts.
• Members retreat into self-protection.
• Accountability fades when relationships feel temporary.
• The culture fragments into isolated effort.

Relational Map Note

Kinship enables Identity by linking Belonging and Commitment — inclusion with loyalty.
It also strengthens the whole Team Process, providing the relational resilience that allows Unity to hold firm through change.

Close – Relational Loyalty

Kinship is love that stands guard.

When the pressure rises, will your team hold the line — together?

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Model Location: Primary Enabler of Story – linking Congruency + Connection (Bridge between Personal and Team Processes)

Relational Reality

Teams often manage problems but rarely imagine possibilities.

Creativity reawakens curiosity — the courage to see freshly and the freedom to try differently.

Without it, relationship becomes repetition.

What Is It?

Creativity is relational imagination — the ability to combine perception and empathy to generate something new.

It unites Congruency (inner alignment) with Connection (shared emotion) so that what a team creates reflects who they truly are.

In teams, creativity shows up as experimentation, play, and meaning-making — turning experience into shared story.

Why It Matters

• Innovation. Creativity converts insight into fresh approaches.
• Engagement. Playful exploration renews energy and ownership.
• Learning. Mistakes become prototypes, not failures.
• Culture. Creative expression keeps a team’s story alive and evolving.

Dilemma / Tension Point

Do you repeat what works — or imagine what could be better?
Creativity begins when curiosity outweighs certainty.

Archetypal Voice – The Magician

The Magician transforms perception into possibility.
It invites teams to step beyond efficiency into meaning, weaving imagination through structure.
The Magician reminds the system that change is not disruption but renewal.

Team Practices

• Story Lab: Revisit recent successes and re-tell them as learning stories — what pattern or meaning emerged?
• Idea Sprints: Generate multiple options before choosing one; privilege divergence before convergence.
• Yes-And Sessions: Build on each other’s ideas without immediate critique.
• Creative Pairing: Rotate roles occasionally to spark new perspectives.

Shadow / Polarity

The shadow of Creativity is fantasy — ideas unanchored from reality or purpose.

Risks of Neglect

• The team stagnates in habitual thinking.
• Energy flattens; playfulness disappears.
• Learning declines as curiosity shrinks.
• Meaning is lost when routine replaces renewal.

Relational Map Note

Creativity enables Story by fusing Congruency and Connection — integrity with empathy.
It also energises the integration of the entire model, giving voice and expression to the relationship between the Personal and Team Processes and breathing life into the collective Adventure.

Close – Relational Imagination

Creativity is the act of seeing anew.

What new story wants to be told through your team — and what will you imagine together next?

Model Location: Primary Enabler of Ambition – linking Contribution + Commitment (Bridge between Personal and Team Processes)

Relational Reality

Insight and intention mean little without the will to act.
Courage is the force that turns conviction into motion.
Without it, teams know what’s right but fail to do it.

What Is It?

Courage is the capacity to move forward despite fear — to act faithfully under pressure.
It unites Contribution (responsibility) with Commitment (endurance) so that purpose becomes practice.

In teams, courage is the energy to speak truth, take risks, and stay the course when comfort tempts retreat.

Why It Matters

• Execution. Courage converts plans into performance.
• Integrity. It ensures values are lived when it costs to live them.
• Resilience. Brave teams recover faster from setbacks.
• Leadership. Courage invites others to act from conviction, not compliance.

Dilemma / Tension Point

Do you stay safe — or stay true?
Courage isn’t the absence of fear; it’s action in its presence.

Archetypal Voice – The Warrior

The Warrior channels strength with purpose.
It stands firm for what matters while protecting the vulnerable.
In teams, the Warrior converts shared ideals into collective momentum.

Team Practices

• Courage Check: Ask regularly, “What are we avoiding that most needs our attention?”
• Speak-Up Ritual: Create moments where dissent and truth-telling are honoured, not silenced or punished.
• Stretch Goals: Set challenges that demand effort and growth, not just output.
• Recovery Routines: After risk or failure, pause to acknowledge effort before analysing outcome.

Shadow / Polarity

The shadow of Courage is aggression — strength without empathy or reflection.

Risks of Neglect

• Teams drift into caution and stagnation.
• Difficult truths remain unspoken.
• Initiative collapses under fear of blame.
• Integrity erodes when conviction is unacted.

Relational Map Note

Courage enables Ambition by connecting Contribution and Commitment — action with endurance.
It also grounds the integration of the entire model, ensuring that insight, relationship, and imagination translate into purposeful movement toward Adventure.

Close – Relational Resolve

Courage is love in motion.

What step do you know your team needs to take — and what’s stopping you from taking it today?

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Model Location: Archetype of the Personal Process (Awareness, Congruency, Contribution → Presence)

Relational Reality

Teams drift when no one holds the whole.
The Sovereign brings steadiness, direction, and integrity — the capacity to see clearly and act consistently.
Without it, authority fragments and purpose fades.

What Is It?

The Sovereign is the energy of order, alignment, and grounded authority.
It manifests through awareness of self, congruency of values, and meaningful contribution to the collective.

In teams, the Sovereign holds the frame — clarifying purpose, standards, and shared direction.

Why It Matters

• Clarity. The Sovereign names what matters most.
• Consistency. It aligns word, value, and action.
• Trust. Authority grows where coherence is visible.
• Presence. The Sovereign anchors calm in the midst of change.

Dilemma / Tension Point

Do you control — or steward?
True Sovereignty is not domination but custodianship: leading through integrity, not status.

Archetypal Voice – The Sovereign

“I hold the vision and the boundary so that others can find their place within it.”
The Sovereign’s gift is coherence — seeing the whole and standing steadily within it.

Team Practices

• Purpose Alignment: Revisit why the team exists and what it serves.
• Standard Setting: Clarify the non-negotiables that define quality and conduct.
• Boundary Review: Ensure structure supports, not constrains, collaboration and community.
• Authority in Service: Ask, “How can I use my influence to create clarity for others?”

Shadow / Polarity

The shadow of the Sovereign is control — authority used to protect ego rather than enable others.

Risks of Neglect

• Teams lose coherence and drift in purpose.
• Decisions lack direction and follow-through.
• Trust erodes when leadership becomes reactive or unclear.
• Anxiety fills the vacuum left by absent authority.

Relational Map Note

The Sovereign governs the Personal Process — transforming individual integrity into collective steadiness.
Its balanced presence enables the whole model to function in clarity and truth.

Close – Relational Stewardship

Sovereignty is authority anchored in service.

Where does your team need clearer boundaries — or freer trust?

Model Location: Archetype of the Team Process (Belonging, Connection, Commitment → Unity)

Relational Reality

Teams fail not only from lack of skill but from lack of care.
The Lover brings warmth, empathy, and emotional intelligence — the capacity to make others feel valued and safe.
Without it, teams may perform but never truly bond.

What Is It?

The Lover is the energy of relationship and inclusion.
It values belonging, nurtures connection, and deepens commitment.

In teams, the Lover sustains trust — ensuring that people feel seen, supported, and significant.

Why It Matters

• Empathic understanding. Care precedes candour.
• Collaboration. Connection enables shared effort.
• Loyalty. People stay where they feel they matter.
• Resilience. Care transforms tension into growth.

Dilemma / Tension Point

Do you please — or do you care?
The Lover’s maturity is compassion with boundaries: empathy that empowers rather than enables.

Archetypal Voice – The Lover

“I bring heart to our work so that connection can hold us through difficulty.”
The Lover’s gift is relationship — turning emotion into the glue of collaboration.

Team Practices

• Relational Check-In: Begin with human contact before content.
• Appreciation Practice: Name one contribution you value in another.
• Care Signals: Notice who’s quiet, tired, or distant and reach out.
• Repair Rituals: Normalise apology and forgiveness after conflict.

Shadow / Polarity

The shadow of the Lover is over-accommodation — care without truth, empathy without edge.

Risks of Neglect

• Teams grow cold and transactional.
• Emotional distance undermines trust.
• Conflicts escalate because connection is thin.
• Retention suffers when belonging is weak.

Relational Map Note

The Lover governs the Team Process — translating care into cohesion.
Its balanced presence weaves the fabric of Unity that holds teams steady through difficulty and change.

Close – Relational Warmth

The Lover keeps humanity at the centre.

How well does your team balance compassion with candour?