Our culture, structure and practices are inspired by a worldwide community creating the next evolution of how organisations can work, known as ‘Teal Organisations”.
“Three breakthroughs and a metaphor” is how Frederic Laloux presents the key features of Teal Organisations in his revolutionary 2015 text “Reinventing Organizations”.
Self-management: Teal Organizations have found the key to operate effectively with a system based on peer relationships, without the need for hierarchy or consensus.
Wholeness: Organizations have always been places that encourage people to show up with a narrow “professional” self and to check other parts of the self at the door. They often require us to show a masculine resolve, to display determination and strength, and to hide doubts and vulnerability. Rationality rules as king, while the emotional, intuitive, and spiritual parts of ourselves often feel unwelcome, out of place. Teal Organizations have developed a consistent set of practices that invite us to reclaim our inner wholeness and bring all of who we are to work.
Evolutionary purpose: Teal Organizations are seen as having a life and a sense of direction of their own. Instead of trying to predict and control the future, members of the organization are invited to listen in and understand what the organization wants to become, what purpose it wants to serve.
“… the organisation is a living organism or living system.”
Which is distinguished from the more common metaphors of the past and present, with the organisation as a ‘machine’ or ‘family’.
We have some aspects of the Teal Organisation model already in place or visioned. There is a sufficient amount of it there to support us in building the business. And little enough of it so there is room for the early staff members to build a culture, structure and practices that are uniquely ours and able to adapt organically as the business evolves.