In Part I of this two-part series , we explored Frederic Laloux’s color-coded typology of organizational evolution, and I left you with this question: What color is your organization? Chances are that most of you responded either Orange or Green. If you are one of the approximately seventy percent that workplace surveys report are not engaged in the workplace, yours is probably an Orange organization where the primary focus is on making the numbers and management practices are clearly top-down. If you are lucky enough to be in a workplace where you feel engaged and your voice matters, yours is likely a Green organization that views strong human cultures and a focus on delighting customers as the pathway to profitability. But regardless of the color of your organization, it is almost certain that the vast majority of you report to a boss. The difference between being in an Orange or a Green organization is those of you in Green organizations probably like working for your bosses a lot more than your Orange counterparts.
"Unless someone's in charge..." Hmm. Perhaps in Teal organizations the Vision or Ideal is in charge. If the Purpose, Goal, Ideal, or Vision is strong enough, I imagine that serves as a leader. How do they keep this lattice idea going at Gore? There must be some kind of training- someone has to be "in charge" of that, right? Are there layers of mentorship where some equals are greater than others?
"Unless someone's in charge..." Hmm. Perhaps in Teal organizations the Vision or Ideal is in charge. If the Purpose, Goal, Ideal, or Vision is strong enough, I imagine that serves as a leader. How do they keep this lattice idea going at Gore? There must be some kind of training- someone has to be "in charge" of that, right? Are there layers of mentorship where some equals are greater than others?