Teal organisation

Short description: Organisational paradigm

Teal organization is one that adheres to workers' self-management. The organizational theory term was coined in 2014 by Frederic Laloux in his book Reinventing Organizations. Laloux uses a descriptive model in which he describes different types of organizations in terms of colour, and he cites studies by evolutionary and social psychologists including Jean Gebser, Clare W. Graves, Don Edward Beck, Chris Cowan and Ken Wilber.[1]

## Contents

* 1 Model
* 2 Examples
* 3 See also
* 4 References
* 5 Further reading

## Model

Laloux defines a "teal" (a greenish-blue color) organisation as one where the management is based on worker autonomy and peer relationships.[2] He contrasts this to:[1][3]

* Red Organizations: Characterized by authoritarian structures and control through fear.
* Amber Organizations: Structured around rigid hierarchies and top-down command.
* Orange Organizations: Operate on meritocratic principles, emphasizing competition and performance.
* Green Organizations: Focus on consensus and stakeholder values, often emphasizing culture and empowerment.

The theory of Teal organizations is built on three core concepts: self-management, wholeness, and evolutionary purpose.[2][3][4]

Self-management replaces traditional hierarchy with a system where employees manage themselves and collaborate on decisions, distributing authority more evenly.

Wholeness encourages employees to integrate their personal and professional identities, fostering a work environment that prioritizes emotional well-being and authenticity.

Evolutionary purpose sees Teal organizations as living entities that adapt and evolve naturally, guided by their own sense of direction rather than rigid strategic plans or profit motives.

## Examples

A number of notable organisations around the world have adopted and operate with the Teal organisation model[5] some of which are in the table below:

Organization | Business,
mission, or
activity | Office
location(s) | Ref.

|
|
|

Morning Star Co. | food processing | United States | [6]
Culture Unplugged | Socio-Cultural Activism + Integral Health | Global, since 2007 |

"Socio-Cultural Mission". Culture Unplugged Studios. https://www.cultureunplugged.com/filmedia/storyofservice.php.
"Global Documentary Platform". Culture Unplugged Studios. https://www.cultureunplugged.com/filmedia/join.php.

Raise | Recruitment Services | international | Website
Patagonia | apparel | United States |
Sounds True | media | United States |
AES | energy sector | international |
Buurtzorg | health care | Netherlands |
ESBZ | K–12 school | Germany |
Hatmill | Supply chain and logistics management consultancy | UK |
Heiligenfeld | mental health hospitals | Germany |
Nucor | steel manufacturing | international |
Varkey Foundation | non-profit with
expertise in Education | international |
Thomsen Trampedach | brand protection | Denmark | [7]

## See also

* Alternative Theory of Organization and Management
* Sociocracy
* Holacracy
* Organizational culture
* Organization development

## References

1. ↑ 1.0 1.1 Laloux, Frederic (July 6, 2015). "The Future of Management Is Teal". https://www.strategy-business.com/article/00344?gko=10921.
2. ↑ 2.0 2.1 Farag, Mahmoud (31 May 2017). "The Rise and Fall of a Teal NGO". https://ssir.org/articles/entry/the_rise_and_fall_of_a_teal_ngo.
3. ↑ 3.0 3.1 Rossingol, Natalia (Apr 25, 2023). "Teal Organizations - Say What? The Definition, Pillars & Examples" (in en). https://www.runn.io/blog/teal-organizations.
4. ↑ H., Valeriia (June 19, 2021). "What exactly is a teal company?". https://www.empat.tech/post/what-the-best-startup-pros-do-and-you-should-too.
5. ↑ "The design principles evolve "naturally" in the workplace and the need for a scientific foundation". Prosocial World Community. Prosocial World. June 2, 2017. https://community.prosocial.world/b3/the-design-principles-evolve-naturally-in-the-workplace-and-the-n.
6. ↑ "Self-Management". The Morning Star Company. http://morningstarco.com/index.cgi?Page=Self-Management.
7. ↑ "Thomsen Trampedach GmbH". https://www.thomsentrampedach.com/.

## Further reading

* Frederic Laloux, Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness. Nelson Parker.February 9, 2014.
* Brown, S. L., & Eisenhardt, K. M. 1997. The Art of Continuous Change: Linking Complexity Theory and Time-paced Evolution in Relentlessly Shifting Organizations. Administrative Science Quarterly, 42: 1–34
* Burns, S., & Stalker, G. M. 1961. The Management of Innovation. London: Tavistock Publications
* Wheatley, M. & Kellner-Rogers, M. 1999. A Simpler Way. San Francisco: Berrett-Koehler

* v
* t
* e

Aspects of organizations

* Architecture
* Behavior
* Blame
* Burnout
* Capital
* Cells
* Chart
* Citizenship behavior
* Climate
* Commitment
* Communication
* Complexity
* Conflict
* Culture
* Design
* Development
* Diagnostics
* Dissent
* Ecology
* Effectiveness
* Engineering
* Ethics
* Field
* Fit in or fuck off
* Hierarchy
* Identification
* Intelligence
* Justice
* Kick the cat
* Kiss up kick down
* Learning
* Life cycle
* Machiavellianism
* Mentorship
* Narcissism
* Network analysis
* Ombudsman
* Onboarding
* Patterns
* Perceived support
* Performance
* Politics
* Proactivity
* Psychology
* Psychopathy
* Resilience
* Retaliatory behavior
* Safety
* Space
* Storytelling
* Structure
* Suggestion box

See also templates
Aspects of corporations
Aspects of jobs
Aspects of occupations
Aspects of workplaces

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