Social domains with defined goals, conscious intents and abilities to achieve this goal are called Collective Subjects.
Reinventing Organizations
21 3 TEAL breakthroughs
operate effectively, even at a large scale, with a system based on peer relationships, without the need for either hierarchy or consensus.
Self-management
practices that invite us to reclaim our inner wholeness and bring all of who we are to work, instead of with a narrow “professional” self / “masculine resolve” etc.
Wholeness
organizations seen as having a life and a sense of direction of their own. Instead of trying to predict and сontrol 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.
Evolutionary purpose
22
Teal SELF MANAGEMENT practices
| self organizing teams |
| coaches w/o P&L responsibility when needed |
| almost no staff functions |
| coordination and meetings ad hoc when needs arise |
| radically simplified project management,
minimum plans & budgets
|
| fluid and granular roles |
| decision making fully decentralized (advice process) |
| transparent real time information sharing incl,. financials |
| anybody can spend any amount of money provided advice process is respected |
| formal multi-step conflict resolution process |
| focus on Team performance, peer-based process for individual appraisals |
| self-set salaries with peer calibration, no bonus, profit sharing |
23
Teal WHOLENESS practices
| self-decorated warm spaces without status markers |
| clear values translated into explicit ground rules, ongoing values discussion |
| quiet room, meditation practices, team supervision, peer coaching |
| storytelling practices to support self-disclosure and community building |
| absence of job titles and descriptions to allow selfhood to shape roles |
| honest discussion about individual time commitments |
| regular time devoted to address conflicts |
| specific meeting practices keep ego at check |
| distributed initiatives taking |
| recruitment interviews by future colleagues, focus on fit with organization |
| personal freedom for training, focus on culture-building |
| personal inquiry into one‘s learning journey and calling |
| caring support to turn dismissal into a learning opportunity |
24
Teal EVOLUTIONARY PURPOSE practices
| organization seen as a living entity with its own evolutionary purpose |
| strategy emerges organically from collective intelligence of self-managing employees |
| decision making by listening to organization‘s purpose (everyone, large group, meditations…) |
| concept of competition irrelevant (embraced to pursue purpose) |
| growth and market share only important in as much they help achieve purpose |
| profit as lagging indicator: will come naturally when doing the right thing |
| inside out marketing: offer is defined by purpose |
| „sense and respond“ planning/budgeting/controlling |
| no or radically simplified budgets, no tracking of variance; no targets |
| „change management“ no longer relevant as organization constantly adapts from within |
| suppliers chosen by fit with purpose |
| total transparency invites outsiders to make suggestions to better bring about purpose |
| conscious sensing of what mood would serve best |
Evolution of Collective Consciousness
Emergence of Collective Consciousness should be counted from the moment of Self-Awareness of a team or other Collective as a Collective Subject. Collective Subject is not only capable of distinguishing itself from other groups / Collective Subjects but also capable of coordinated collective actions and Conscious Evolution. Conscious evolution is a turning point from spontaneous evolution to the self-governed Development of Collective Consciousness.
Use Cognitive Development methods to estimate development of Collective Subjects. (The Kid Civilisation Maturity Model)
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