Definition of congruence

The embracing and creation of balance, alignment, integration and transformation as key anchors to the understanding and reframing of who we are, how we think, when we act and what context drives our personal and professional development, versus the compartmentalised contents and processes that drive surviving in corporations. 

Congruence building as an approach to personal, organisational, and business systems development is achieved through:

- clarity about who we are and what we do

- an ability to effectively collaborate with one another

- an awareness of the complements in our lives that create effective anchors for risking the development of change

- an acceptance for creativity and change

- an embracing of personal and professional choices that creates codependency and the desire to make life and work simple

- an ability to understand and embrace complexity, which enriches and challenges us to go beyond the known and conscious to the unknown and unconscious to bridge the past, present and future to be fully present in our personal and professional lives. 

When organisations follow the direction that allows connectivity to the entrepreneurship that created them, and to their responsibility to their partners - the people - we have congruence in our personal and professional lives, the seventh paradigm.


When organisations are trying to find a tool of internal alignment, which will lead to an inside out effort and contribution, the congruence development method helps them identify their core capacity that can inspire the emergence into a given market. The congruence model can be used to assess whether a company is ready to make a strategic move, or whether further reflection and alignment is required. [1]

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