Sublime

appraisal

Organizations as we know them today are simply the expression of our current worldview, our current stage of development. There have been other models before, and all evidence indicates there are more to come.

Actually, one could argue that every organization’s real structure looks like this: an intricate web of fluid relationships and commitments that people engage in to get their work done. Unfortunately, most organizations force a second structure, the one with boxes piled up in pyramid shape, on top of the first. No wonder it sits there so

They are complex, participatory, interconnected, interdependent, and continually evolving systems, like ecosystems in nature. Form follows need. Roles are picked up, discarded, and exchanged fluidly. Power is distributed. Decisions are made at the point of origin. Innovations can spring up from all quarters. Meetings are held when they are needed.

It’s the same in Teal Organizations: the point is not to make everyone equal; it is to allow all employees to grow into the strongest, healthiest version of themselves. Gone is the dominator hierarchy (the structure where bosses hold power over their subordinates).

the use of temporary and permanent task forces.

could it be that our current worldview limits the way we think about organizations? Could we invent a more powerful, more soulful, more meaningful way to work together, if only we change our belief system?

In Teal Organizations, there are no unimportant people. Everybody expects to have access to all information at the same time. It’s a “no secret” approach that extends to all data, including the most sensitive.