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Teal Organizations & Workplace Happiness (Teal org examples (Sun…
Teal Organizations & Workplace Happiness
Breakthroughs of Teal Orgs
Self-Management
Typically few staff
No human resources dept
Leaders must embrace trust
Trust to give up some certainty
economies of sale
Trust to give up illusion of control over staff
Trust instead of control
Mutual trust
Employees are reasonable people that can be trusted to do the right thing
Peer pressure ensures compliance
People are energized by the desire to create something positive
Not fear of punishment or promise of reward
Wholeness
Evolutionary Purpose
Workplace motivation
Study done by Tower Watson
35% of people are engaged
43% are detached or actively disengaged
22% feel unsupported
Green orgs try to empower
Empowerment still means a pyramid
Instead of empower, create structures where everyone is powerful by design and no one is powerless
Orgs as a whole become more powerful
Fear is a great inhibitor
Non-teal orgs built on implicit mechanisms of fear
Teal org examples
Buurtzorg
Network of nurse 'teams'
All team members are nurses
Self-governing
Self-orgnaizing
Teams are given support tools
Coaches
Ask insightful questions to help team figure out answers
No hierarchies
Some nurses still more knowledgable in specific areas
Spontaneous and fluid hierarchies spring up
Powerful instead of empowered
Emphasis placed on patient autotomy
Building patient support netowrks
Patients' well being trumps org's self-interst
Decision making
Not consensus
Decisions adopted if no one has a principled objection
FAVI
Self organized teams
No middle management
No rules or procedures that the team does not create
Things happen organically on a volunteer basis
French brass company
Reverse delegation
Frontline teams do everything except what they decide to push upward
Form follows function
Sun Hydraulics
Projects
Projects are not assigned
Teams formed organically based on interest
Do not start with master plan
Less meetings
"We don't waste time being busy"
Problems
Logged in a book
Anyone can volunteer to work on
Temporary task forces
80% time spent in primary role
20% time spent on pop up task force
Emergent roles
Jobs emerge instead of pre-defined
Frequently switch and trade roles based on workload and preferences
Choose to join another team anytime
Don't get attached to job title
Can shape our identity and ego
Keep a log to know who is currently doing what
Accountable to commitments instead of boss
ESBZ School
Students are teachers
Teach themselves
Teach other students
Move at own pace
Diverse classroom of different levels
Projects
Individual and collective
Real life implications
"Responsibility" Class
Students find a way to make a meaningful contribution
"Challenge" Class
Find a way to develop inner potential that is dormant
"Mini-Schools"
Self-governing network
Shorter Work Days
The 6 hour work day
Hard to stay focused 8 hours/day
End up mixing in other things and pauses to make it endurable
Reduced hours = higher energy levels
Cost comparisons
Hard to make because the assumption is people are productive 100% of 8 hour days
21 hour work weeks
Could help reduce
Overwork
Unemployment
Over-consumption
High carbor emmissions
Low well-being
entrenched inequalities
Lack of time to live
Reasons for change
Natural resources from the planet
Human resources assets and relationships
Markets
Current system promotes over-sonsumption & dissatisfaction
Would bring up questions
Daily lives
Ideas about who we are
How we are valued
What we value
Intimate relationships
What we need
What we do