Do some people seem to fit into specific roles as if they’re characters in a story? The ambitious go-getter who’s always taking bold action. The wise advisor who can spot risks before anyone else. Or maybe even the quiet worker who seems to be in the shadows, yet holds incredible influence behind the scenes. Today, we’re diving into Carl Jung’s concept of the collective unconscious and how archetypes, the symbolic roles each of us embody, shape the dynamics and culture within a business.
You might be wondering how ancient concepts from psychology apply to the modern workplace, but these archetypes are woven deeply into our behavior and play a surprisingly powerful role in shaping company culture, team dynamics, and leadership styles.
So let’s get started by first unpacking Jung’s theory of the collective unconscious and how it helps us understand people in business.
The collective unconscious, according to Jung, is a layer of the unconscious mind shared across humanity. It holds universal memories, instincts, and behaviors—things that make us fundamentally human. It’s why we find similar myths and character archetypes throughout history and across cultures.
In simple terms, Jung believed there are certain patterns of thinking and behaving that have been passed down through generations. These patterns are like blueprints for how we think, act, and relate to one another, regardless of our background or upbringing.
Archetypes are the building blocks of the collective unconscious. They’re recurring symbolic roles or characters—think of them as patterns of behavior we’re all familiar with. These archetypes don’t just exist in myths or stories; they show up in real life and certainly within organizations. They shape how we interact with one another, the dynamics within teams, and even the roles people naturally fall into.
In business, archetypes help us understand why certain people are naturally drawn to leadership, why some thrive in support roles, and why others are driven to take risks and innovate. They allow us to tap into these universal roles to understand ourselves and others better.
Jung’s ideas may be over a century old, but they’re incredibly relevant today because archetypes shape our behavior, values, and relationships within the workplace. Understanding them can help leaders and team members connect, empathize, and create a stronger company culture.
Now, let’s look at five core archetypes that are especially relevant in a business setting and how they influence company culture.
First up, we have the Leader, often represented by what Jung called the King or Queen archetype. This archetype is characterized by authority, vision, and a sense of responsibility. Leaders in this role are typically the CEOs, founders, or heads of departments who guide the company’s mission and set the course for where the business is headed. The Leader is crucial because they provide direction, make big decisions, and, ideally, embody the values of the organization.
In many organizations, Leaders are seen as the “face” of the company. They carry the weight of the company’s goals and vision, and they often establish the tone for the entire culture. When a Leader is effective, they inspire trust and unity, fostering a culture of accountability and achievement. But when this archetype is unbalanced, it can turn into tyranny or micromanagement, creating a culture of fear or rigidity. The Leader’s role, then, is not just about control but about balancing authority with empathy and vision.
Next, we have the Mentor, also known as the Wise Sage. The Mentor is the voice of experience, offering guidance, knowledge, and support. In a business setting, this archetype might be found in experienced managers, senior advisors, or board members—those who have walked the path before and have valuable insights to share. The Mentor doesn’t seek power; rather, they seek to uplift others, guiding team members and helping them realize their potential.
Mentors play a critical role in fostering a learning culture. They create an environment where knowledge-sharing is valued, which can be essential for a company’s long-term success. Companies with strong Mentor archetypes often have a culture of openness, where people are encouraged to grow, ask questions, and learn from each other. However, if the Mentor archetype is absent or underappreciated, a business can quickly turn into a place where people are afraid to make mistakes or innovate.
Then there’s the Hero. This is the person who steps up to tackle tough challenges, push boundaries, and drive change. In many companies, the Hero is often the rising star, someone who’s not afraid to take risks and is committed to achieving great things. They’re ambitious, dynamic, and often play a key role in inspiring others to aim higher.
The Hero’s energy is infectious, and having heroes in your company can be a great asset—especially in competitive industries or environments where innovation is key. A Heroic culture is often daring, unafraid to shake things up, and relentless in its pursuit of excellence. However, if left unchecked, a Heroic culture can also foster unhealthy competition, burnout, or risk-taking that outweighs sound judgment. That’s why it’s essential for leaders to support Heroes while also balancing their drive with the company’s values and long-term goals.
The Shadow represents the hidden or unacknowledged parts of an organization. In the context of company culture, the Shadow might be unresolved conflicts, latent competition, or unspoken power struggles. The Shadow isn’t necessarily negative, but it’s an aspect of the culture that needs to be brought into the light. Ignoring the Shadow can lead to toxicity, where underlying issues start to affect productivity, morale, and relationships.
Leaders play a crucial role in identifying and addressing the Shadow within a company. By bringing these issues to light and addressing them openly, leaders can prevent the Shadow from undermining company culture. This might mean creating spaces for honest conversations, acknowledging team friction, or addressing biases that are affecting the company’s overall health. In doing so, the organization can create a more transparent, positive culture.
Finally, we have the Caregiver. This archetype is often represented by those in HR roles, team-oriented managers, or anyone who naturally brings people together and fosters a sense of community. The Caregiver’s role is to create harmony, promote team spirit, and ensure everyone feels valued and supported. In companies, the Caregiver is the glue that holds teams together, ensuring a sense of belonging and empathy among team members.
Caregivers are crucial in fostering a positive work environment. Their influence creates a culture where people feel safe, supported, and motivated to do their best work. However, a culture dominated by the Caregiver archetype can sometimes lack assertiveness or focus on growth. Balancing the Caregiver’s nurturing role with a clear focus on goals can create a productive yet supportive workplace.
Now that we’ve explored these key archetypes, let’s consider how they actually shape company culture.
In organizations where the Hero archetype is prominent, you might find a bold, risk-taking culture that values innovation and resilience. Companies like startups in the tech industry often embody this archetype, as they need to be agile and willing to take risks to disrupt the market. On the other hand, companies with a strong Mentor presence are more focused on knowledge-sharing, stability, and continuous learning. These companies tend to value long-term growth and sustainable development over rapid, risky moves.
The interplay of these archetypes within a company creates a unique culture. For instance, a team with a strong Leader and a supportive Caregiver might have a balanced approach to accountability and team morale. Meanwhile, a company where the Shadow is ignored might see tension and frustration brewing beneath the surface, impacting collaboration and employee satisfaction. Recognizing these archetypes and their influence can help leaders foster healthier team dynamics and align their company culture with their business goals.
So, how can leaders use these archetypes practically? First, start by identifying the prominent archetypes within your team. Observe how people interact, their motivations, and how they naturally contribute to the team. Is there a Hero stepping up to every challenge? A Mentor who quietly supports others? Recognizing these roles can help you understand how to best support your team and leverage their strengths.
Next, consider the balance of archetypes. Just as too much of one trait in a person can cause imbalance, an overemphasis on a single archetype can disrupt company culture. For example, too many Heroes can lead to competition and burnout, while too many Caregivers might create a culture that’s overly cautious or passive. Aim for a mix of archetypes that complement each other, creating a culture where both action and reflection are valued.
As we wrap up, think about the archetype you most identify with in your company. Are you the Mentor, guiding others with wisdom and support? The Hero, taking risks and pushing boundaries? Or perhaps you’re the Caregiver, ensuring everyone feels valued and connected. Understanding your role and the roles of others can be the key to creating a balanced, effective, and inspiring company culture.
Let me know in the comments what archetype you most identify with in your work, and don’t forget to like, subscribe, and follow for more insights on leadership, mindset, and building a thriving business. Remember, together we can elevate humanity, one post and one step at a time.