| "How does one bridge the gap between play and work, between the joy of spontaneous expression and the careful, necessary decision making that all too soon becomes drudgery and hard labor? The synthesis of these opposites seems to me to be of great value not just in painting but in life as well." Jeanne Carbonetti
The current climate of organizational life has been described as complex, ambiguous, and chaotic. With rapid change and uncertainty it is an ordeal to survive much less thrive. Leaders often face the dilemma of competing issues. Responding to these issues without a comprehensive developmental approach can push an organization out of balance.
A mason places the cornerstone in plum with the dimensions of the future, yet presently unseen building. This first step sets in place the potential for a solid structure. The strength of the building will be insured by keeping the subsequent stones in alignment with the cornerstone.
The CORNERSTONE Factor is alignment.
Alignment is the developmental approach of balancing the opposing, yet complimentary dynamics within the organization. It is this alignment within each of the elements of organizational life that produces quality products and services, and, ultimately, quality of organizational life. When there is alignment, opposing dynamics oscillate in harmony and balance. One comes to realize that seemingly opposing dynamics do not lie on a continum, where increasing one decreases the other. Rather, these dynamics have an orthogonal relationship, in which both can be developed to their fullest potential.
In organizational life, there can be alignment in the orthogonal relationship between morale and production. A factory seeking to raise the morale of its employees may create a tension with production schedules. This tension is healthy because it holds the organization in dynamic balance. If the factory was to lean in favor of morale, they might be a happy group with no profits. They would not be happy for long. If the factory concentrated only increasing production, the employees might become dissatisfied and less committed to their work. In which case, they would not be productive for long.
The CORNERSTONE Factor offers a simple, yet profound approach for helping organizations manage this tension. | 
