{"id":12343,"date":"2022-12-15T11:12:07","date_gmt":"2022-12-15T16:12:07","guid":{"rendered":"https:\/\/flevy.com\/blog\/?p=12343"},"modified":"2022-12-15T11:12:07","modified_gmt":"2022-12-15T16:12:07","slug":"teal-management","status":"publish","type":"post","link":"https:\/\/flevy.com\/blog\/teal-management\/","title":{"rendered":"Teal Management"},"content":{"rendered":"

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Organizational Development has matured<\/a> hand in hand with the stages of human societal development.\u00a0 Anthropological studies have observed a minimum of 5 clear organizational models in human history.<\/p>\n

This development has been described in several ways by different experts.\u00a0 Frederic Laloux, in 2014, started analyzing emerging organizations that were setting themselves apart from the established companies in their style of management.<\/p>\n

Philosopher Ken Wilbur\u2019s technique of using colors to describe the non-linear growth of human societies was borrowed by Laloux for convenience to name the sequential stages of management evolution.<\/p>\n

The colors red, amber, orange, green, and teal have been used to identify the 5 distinct stages in organizational evolution corresponding to the evolution of human society.<\/p>\n

Primary aim of forming the concept of Teal Management was to take advantage of employee talents that complement each other, by consolidating their knowledge and integrating it at all levels.<\/p>\n

Teal color is used to classify a category of organizations that shuns hierarchical and Organizational Structures<\/a> and welcomes modern-day social and employment developments.\u00a0 Teal Organizations are self-managing and perceived as living entities with focus on achieving their complete potential.<\/p>\n

Frederic Laloux discovered that the new Teal Management organizational concept had 3 key pillars:<\/p>\n

    \n
  1. Self-Management<\/strong><\/li>\n
  2. Evolutionary Purpose<\/strong><\/li>\n
  3. Wholeness<\/strong><\/li>\n<\/ol>\n

    \"\"<\/a><\/p>\n

    Leaders in the Teal Organization are wary of their own aspirations\u2014to regulate their surroundings, to be successful, to appear clean, or even to achieve good work.\u00a0 Disallowing anxiety, leaders pay attention to the wisdom of other, profounder elements of their selves, cultivating an ethic of shared trust and assumed copiousness.<\/p>\n

    Let us delve a little deeper into the details of the 3 key pillars.<\/p>\n

    Self-Management<\/strong><\/h2>\n

    Teal Organizations do not operate in hierarchies like traditional organizations<\/a>. \u00a0They adopt decentralization\u2014which indicates order and clear direction.\u00a0 Teal Organizations function successfully, even at grander levels, with a system established on peer relationships.<\/p>\n

    Duty for Decision-making<\/a> is common, as faith is put in employees’ individual and combined intelligence.\u00a0 Structures and practices are put in place where employees have greater independence in their domain, and they are answerable for coordinating with others.<\/p>\n

    Wholeness<\/strong><\/h2>\n

    Teal Organizations have an atmosphere where employees are at liberty to completely express themselves.\u00a0 Such atmosphere raises employee devotion, feeling of belonging, proactivity, and creativity, amplifying their ability to the fullest, in the process.<\/p>\n

    Evolutionary Purpose<\/strong><\/h2>\n

    Teal Organizations are persistently adjusting and endeavoring to progress.\u00a0 Endeavor to evolve is through a process of scrutiny, search, and discovery in which all employees take part.<\/p>\n

    Although none of the Teal Organizations studied have the scale of Orange or Green Organizations yet, still the success they are having suggests that a new era in Organizational Management is taking shape.<\/p>\n

    Every phase of organizational evolution is more developed and effectual compared to the preceding phase, due to the intrinsic approach towards power.<\/p>\n

    Teal Organizations have 3 primary advantages compared to any other form of organization:<\/p>\n

      \n
    1. Human Factor<\/li>\n
    2. Integrated View of Success<\/li>\n
    3. Learning<\/li>\n<\/ol>\n

      Research indicates that there are only 2 essential stipulations for evolving into a Teal Organization:<\/p>\n

        \n
      1. Executive Leadership<\/li>\n
      2. Ownership<\/li>\n<\/ol>\n

        Interested in learning more about Teal Management, its primary advantages, and essential stipulations?\u00a0 You\u00a0can download\u00a0an editable PowerPoint presentation on Teal Management<\/strong> here\u00a0<\/a>on the\u00a0Flevy documents marketplace<\/a>.<\/p>\n

        Do You Find Value in This Framework?<\/strong><\/h2>\n

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