Imago Processes for Businesses and Organizations

An organization or company is no fixed static entity but a constantly changing one. This change manifests itself in three areas:-

  • Product Development
  • Structural development
  • Relationship Development (staff development)

Development happens against a backdrop of common standards and values that have validity for the entire organization and all its members. Congruent, explicit standards and values provide security which is the foundation of development.

The value system of the founder(s) of a company or organization is important for the characterization of the organization. There are explicit rules (corporate identity) and implicit rules (if you work for Mercedes you shouldn’t be allowed to drive a BMW, employees of Greenpeace wouldn’t use chemically aggressive household cleaners).

The same applies to every single employee. The probability that the values of the organization and the employees will ever match one hundred percent is rather slim. But it is important to strive for a high area of conscious congruence between employees and the company.

The key here is the ability to reflect, and thereby strengthen the awareness of the structure and goal in both the employee and the organization.

Often mutual expectations are unclear and incongruent, resulting in “relationship conflicts” within a company and the overall objective of the organization is boycotted.

The structure of the process of Imago dialogue enables individuals to reflect and strengthen awareness of the structure and goal in both the employee and the organization.

With the Imago process the employee will learn to:-

  • Become aware of his/her personal goals and motivation
  • Reflect on his/her internal world
  • Recognize his/her needs and expectations
  • Become aware of how he/she communicates.

The company can:-

  • Identify it’s implicit and explicit values and standards
  • Understand whether it’s objectives, structure and relationship development are conscious and congruent
  • Determine whether roles and functions are defined

A member’s expectations towards an organization are shaped by personal, developmental and institutional prior experience.

The sums of these previous experiences create an unconscious adoption of ideas or attitudes of others (introjections) – this leads to negative emotions – when we are flooded with negative feelings logical thinking becomes difficult. Expectations and introjections prevent us from an in-depth study of self. (how we feel, act and react).

The Imago process will help an individual to:-

  • Have the ability to separate his/her thoughts and feelings.
  • Have the ability to separate his/her own from others’ feelings
  • Have the ability to have different opinions and values than others in an organization but being able to stay connected in a functional relationship
  • Be able to take responsibility for his/her own role in conflict
  • Acknowledge his contribution to conflict

There are several Imago processes for individuals, dyads (2 people) or groups:-

DiaflectionA reflective dialogue for two people

Individuals will experience:-

  1. Reflection and further development of their own position
  2. A deeper understanding of motivation of own position
  3. A realization or discovery of new, not yet conceived content
  4. Empathy for the “others” world.
  5. In understanding a world that had previously been incomprehensible each person can expand his/her own perception and thus create a diversity of perspective that opens up new pathways for action.

Both partners create a space in which they can grow in confidence. New perspectives and ideas emerge from the shared connection.

Communologue– Dialogue in a group/department

  • Supports conscious listening
  • Creates deeper understanding and greater awareness when expressing one’s own ideas.
  • Discussion topics and development issues are aired within a supportive, respectful and safe environment
  • Produces results which all contributors experience as productive and satisfying

Group discussions on the principle of “who is right” often lead to dissatisfaction, indecision and additional tension. Fundamentals of Communologue is safety and respect for others’ opinions – this promotes creativity, innovation and solutions – all of which are harder to achieve in a competitive discussion environment.

Applications of Communologue:-

  • Relationship Stabilization
  • Group development
  • Pre-emptive conflict handling

The communologue is not the best method to achieve concrete solutions – it is rather a way to create a common atmosphere which will later facilitate the:-

Communolution – (the community finding a solution) this creates an opportunity to work on concrete results and solutions, working on a specific topic that leads to clearly defined actions.

The process invites each person to air his/her opinions in several rounds of discussion. In each round a pre-defined content is processed:-

  1. Each person voices his/her intention/purpose/goal
  2. Differing perspectives
  3. Compatability, re-framing, merging of different perspectives
  4. Action/Implementation of concrete steps.

Decisions are made by consensus – leading to direct implementation of solutions or to look at superior structures of responsibility for decision-making.

Communoflection is a development and reflection model in which a team supports a team member when addressing an issue, solving a problem or overcoming a blockade.


If you would like to:-

  • improve communication between members of your organization
  • Provide a space of safety for individuals to express themselves and be heard
  • Provide an environment for the creation of fresh ideas

Then your organization would benefit from the structure of Imago processes provided by Linda Clarke. Call her today on 07708 961 073 to book!