Identity is currently one of the most popular topics in organizational research. Identity is a central concept and affects the functional aspects of organizations, such as leadership, meaning and commitment, loyalty and belonging, strategy and decision-making and stability vs. change. In addition, identity affects relationships within the group and between groups in the organization. Like people, organizations deal with questions of defining identity, identity crises, and continually moving – whether conscious or not – on the axes between personal identity, professional/managerial identity, team identity, and organizational identity. Therefore the aim of this paper is to answer the following question: What are the characteristics of the process used to expose and form the “inner compass” that allows the organization, managers, and employees to serve high organizational effectiveness?