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Frederick Larou, "The emergence of a next-generation organization that overturns the common wisdom of teal organization management" Reading memo (^-^)

Evolutionary (Teal) organization. What kind of organization is it that maximizes people's potential? How can that be achieved?
The cover is a gentle tint of the title.
Bone theories on organizational structure, customs, and culture extracted from the examples and examples of pioneer organizations will be developed.

With the development of human consciousness, a new organizational model, an evolution type (teal) organization, has appeared. Evolutionary organizations differ significantly from existing organizational models in that people separate themselves from the ego and follow internal criteria.

In the integral theory proposed by thinker Ken Wilbur, each stage of consciousness is identified by color. The following example that represents the organizational model in color.

-Impulsive (red) organization: The original organizational form. To lead the group, the top of the organization exercises violence and controls by fear. Short-term oriented and often found in the mafia world.

-Adaptive (Amber) organization: It emerged with the transition from tribal society to the nation, civilization, and bureaucracy. It is a pyramid-type hierarchical structure based on rules and norms, and its role is fixed and stability is emphasized. Often found in military and administrative organizations.

・Achievement type (orange) organization: The goal is to win the competition, and aim for innovation in order to gain profits. Characterized by meritocracy, the decision-making to achieve the goal is left to the upper management. This is the form that is overwhelmingly found in many private companies.

・Multi-dimensional (green) organization: Focus on diversity, equality, culture and community. We recommend delegation of authority and bottom-up decision making that takes advantage of the perspectives of many stakeholders.

The paradigm followed by the evolutionary organization corresponds to Maslow's "desire for self-actualization" and is called "integral" or "evolutional". Some researchers point out that the transition from pluralism to evolution is extremely important in human evolution.
Many evolutionary organization leaders consider their organization to be a "living body."

There are three breakthroughs that an evolutionary organization opens

1 Self-management"
Even in a large organization, it refers to a system that functions effectively in relationships with peers without relying on hierarchy or consensus.

2 Wholeness (hallness)
Up until now, workplaces have forced people to seek strong will and rationality as "experts" in a narrow sense, and to hide emotional, intuitive, and spiritual parts and weaknesses. Evolutionary organizations, on the other hand, are consistently practicing practices that evoke the spiritual wholeness of people and seem to expose themselves in the workplace. In addition, there is a culture that creates a sense of unity with colleagues, organizations, and society.

3 Evolutionary purpose
Evolutionary organizations are constantly pursuing what they are for and in what direction they will be headed in the future.

The following two requirements are necessary when creating a new evolutionary organization or aiming to transform an existing organization.

1 Top management (founder, CEO, etc.) needs to develop an evolutionary worldview and achieve spiritual development.

・The authority based on the hierarchical structure is abandoned.
・There is no target numerical setting, budget approval, or top-down strategy to be established.
• Demonstrate ethical leadership and maintain space for evolutionary organizational structures and practices.
・To be a model for the actions of the three breakthroughs.
・The top should show humility, courage, and personality and expose themselves to weaknesses.

2 Organization owners are also required to understand and accept the evolutionary world view.

-Investors and the board of directors share an evolutionary thinking framework.
-In a critical selection phase, the board must reduce the desire to control in seemingly rational ways, such as top-down orders and mechanisms.

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