Seven dimensions of communication style — rated twice. Once for how you naturally operate. Once for how your organisation operates. The gap between the two is often where the real difficulty lives.
Most of what organisations describe as communication difficulties are not problems of skill or intention. People are not failing to communicate because they lack the ability. They are failing because they are communicating in fundamentally different ways — and neither party can quite see it.
The Communication Field Profile maps seven dimensions of how people communicate and function in organisational life: how explicitly meaning is conveyed, how directly difficult things are named, how authority shapes who speaks and what can be said, how trust is formed, how disagreement is handled, how structure shapes interaction, and where decisions are made and communicated.
Each dimension is rated twice — once for how the individual naturally operates, and once for how their current organisation actually functions. The result is two profiles on the same map: the person's formation and the organisation's operating reality. The gap between them, across each dimension, is where communication breakdown most often lives — not because anyone is doing something wrong, but because two different communication systems are meeting without realising it.
Every item in the CFP is rated twice. First for Formation — how you naturally communicate, the style that feels native to you, the pattern formed through experience and early relational context. Then for Organisation — how your current organisational environment actually communicates, as you observe and experience it.
This dual-axis design is the instrument's distinctive contribution. A single-axis communication profile tells you where someone sits. The CFP tells you where they sit, where their organisation sits, and the size and direction of the gap between them. That gap is not merely interesting. It is the lived experience of communication misfit — and one of the most common sources of friction, exhaustion, and disengagement in organisational life that goes unnamed because both parties assume the other is communicating the same way they are.
The CFP is available to registered practitioners through the Inner Authority Suite portal. Register or sign in to add clients and send instruments.
Look first at the dimensions with the largest gaps between your Formation and Organisation scores. These are the dimensions where your natural communication style and your organisation's operating culture are furthest apart — and where friction, misread signals, and quiet exhaustion most often live.
The gaps do not mean something is wrong. They mean two communication systems are meeting without realising it. The most useful question is not who needs to change — it is what each party assumes the other understands, and what has never been made explicit.
This report was generated by AI from your responses. The integrative narrative reads your Formation and Organisation profiles together, identifies the most significant gaps, and opens the questions most worth bringing into your facilitated session.