According to various studies, around 66% of workers do not feel motivated either with their work or with the company. As a result of this, a new concept of organization has been born that proposes a paradigm shift. In this article we explain what Teal organizations are , their characteristics and advantages. Don’t miss it and keep reading!
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INDEX OF CONTENTS
What are Teal organizations?
The Teal organizations are a new organizational model created from the publication in 2014 of the book “Reinventing organizations” of Frederic Laloux . Frederic is a former director of the consulting firm McKinsey & UAE Phone Number List who has spent several years researching various companies in search of an organizational model adapted to current times. Frederic detected that workplaces were far from being spaces that promote passion and harmony , but quite the opposite.
He saw that, in general, there was a climate of disappointment, tiredness and boredom in all sectors , and not only among employees, but also among executives. To propose a solution, Laloux launched a meticulous investigation in search of companies in which the human team worked with enthusiasm.
For this reason, in his book the author teaches organizations how the Teal paradigm can help structures survive and emerge stronger in this period of change that we are going through. Explain how to transform a company or adapt an organization to the new social and economic concept.
The Teal organizations are those that have a particular job. That is, they are inspired by the principle of nature. They consider people as the protagonists in the management of any Forex Email List . This applies to customers but especially to workers. In addition, it simplifies the forms of organization, gives greater prominence to people without the need for order and control, increases the sense of responsibility of workers with the company and offers employees an opportunity to develop their skills.
The Three Pillars of Teal Organizations
Teal organizations have three underlying characteristics. It’s about wholeness, evolutionary purpose, and self-organization.
The philosophy of these organizations is based on allowing employees to feel fulfilled and free in such a way that they automatically commit and engage with their professional work. Their feelings and sensations are taken into account in the development of the work so that they feel comfortable.
These types of companies strive for the team to listen and understand the trend of the company . Instead of trying to control and predict the future, they have a more open look. It is achieved by allowing observation, exploration and discovery without focusing on predictions and moving away from rigid control systems. This is successfully accomplished thanks to the care of the workers, as the company pursues their understanding.
As self-organization we understand those companies that aim to make their teams autonomous to make decisions. That is to say, they leave behind the traditional pyramidal organization betting on the distribution of authority and trust in the intelligence of the collective.
Colloquially, we could define this point as the fact of not having a management team, without bosses . A priori it seems complicated, but with a series of coordination mechanisms assigning functions and with well-defined processes, Teal organizations make it work perfectly.
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The process to become a Teal organization
Frederic Laloux also summarizes the evolution of organizational models throughout history. He summarizes them as follows:
In the authoritarian model, you do what you say and what is going to fit with the boss
The hierarchical model works by social norms
The meritocratic capitalist model works according to the successes achieved by the employees
With Teal organizations we develop individual sense of purpose. The change and personal development is an enjoyment.
On the other hand, Laloux classified current business organizations in five colors according to their model based on the context and the challenges they have had to overcome:
We could summarize this point with those organizations where, so to speak, the law of the fittest prevails . New companies often act like this because they rely on a boss or superior who is very authoritative when it comes to putting projects into motion. This color can work, for example, in times of crisis, but in the long run it is usually not sustainable.
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These companies work in a pyramid fashion. That is to say, it is promoted and seniority is very important . As time progresses, employees gain responsibilities and see their salary increase. A good example of this type of organization is the public sector, where seniority is one of the most important parameters.
These are companies that have revolutionized the world. These are defined by maintaining the hierarchy as a structure but based on merit as a way to move up . Three aspects are valued above all:
Fulfillment of individual objectives
Almost all of these organizations have a goal to grow, and to do so, most of their decisions are based on financial performance.
Finally, we find the existence of organizations classified as green. These types of companies are those that use values when making decisions . They are very aware of the existence of the company’s values and are based on them to achieve their objectives. The focus is on teams and salaries are often more equitable than those of orange organizations.
On the other hand, decisions are made by consensus seeking the participation of all employees regardless of their level. This is positive in terms of the concept, but it ends up being a problem, since simply one person voting against a project can boycott it. For this reason, decision-making is usually very slow and, to avoid it, they usually end up having an orange management that decides, so it ends up becoming an orange organization.
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