Teal organization describes an organization that adheres to an organizational theory based on workers' self-management. The 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]
Model
Laloux defines a "teal" organisation as one where the management is based on worker autonomy and peer relationships.[2] He contrasts this to "red", "amber", "orange", and "green" organisations which, according to Laloux' theory, are based on hierarchies, meritocracy, or consensus decisions.[1] The theory is also based on the concepts of "wholeness", where a worker's "Self-awareness" is more important than their professional persona, and on an "evolutionary purpose", claiming that an organisation is similar to a biological organism.[2]
Examples
A number of notable organisations around the world have adopted and operate with the Teal organisation model[3] some of which are in the table below:
