The following infographic adapted from Frederic Laloux’s Reinventing Organizations shows:
- A path for reinventing your organization.
- The reason why management and workers need to care.
Culture Change Model
The infographic shows that greater trust and consciousness leads to higher engagement and better results. Better results is proven out by case study after case study. As organizations develop from one stage to the next, they develop a more human approach that leads to greater trust.
The Teal stage is shown as separate since it yields dramatic benefits and represents a paradigm shift from conventional management thinking.
Please see: Laloux Culture Model for a description of each of the stages of development.
The Reinvention Path
Increased success requires that we focus our efforts on developing organizational trust and consciousness to foster engagement. We may consider how our existing processes, structures, and behaviours support or reduce engagement. We may measure engagement scores to see if we are on the right track.
A good place to start is by understanding where we are today: is the way our organization functions mainly Orange stage, Green stage or somewhere in between? When we inventory different areas of functioning (See P. 237) , what stage are we at? It helps to do this without judgement. Where we are is where we are. It’s a fact. Not good, not bad.
We may read through case studies in books or other business literature to inspire us to desire a different future and give us ideas of what experiments we wish to run to move us in that direction. My suggestion here is to start with small experiments. We need to take small steps so we may all develop our levels of trust together. Trying to get there all at once is a sure recipe for disaster. It helps to think of Teal as a star on the horizon – a direction to steer in – rather than a destination.
Why Management Needs to Care
If your organization is near the Orange stage, then your focus is on achievement and results. The dramatically increased results offered by the higher stages compels action. It is the responsibility of management to grow the capacity of the organization to get better results.
If your organization is near the Green stage, then your focus is on the people. The dramatic impact on improving the joy and satisfaction of the people compels action.
Why We All Need to Care
Do we want to work in a place where we are supported and grow? Do we want to feel like our opinions count? Do we want a place where we can give our best every day? The answer for everyone is yes – we would like to contribute and to feel like we are making a difference.
What’s New Here?
The infographic and post is adapted from Laloux’s book – my interpretation & extension. His work identifies trust, consciousness and results as related to organizational stage development. I added the clear association with cause and effect to highlight where it helps to focus. I also added the word engagement.
Michael K Sahota guides and teaches leaders how to create high-performance organizations. He is the creator of a proven system for leading change through a practical playbook. His model for Consciously Approaching Agile guides the creation of a cultural and leadership context where Agile creates lasting organizational results. Michael has taught over 1000 leaders worldwide through his highly acclaimed “Agile” Culture & Leadership Training.
Consciousness , Engagement , Organizational Change , Organizational Culture , People , Personal Growth , Results , Trust