Management in accordance with the idea of teal (turquoise) organizations by Frederic Laloux, may seem to be a utopian vision. Nothing more wrong. The structure of the organization, which assumes the lack of internal hierarchy and the motivational system, is becoming more and more intriguing. Teal Organizations are based on three pillars: self-management, striving for fullness and an evolutionary goal.

The basis for the implementation of teal principles in the company’s operation is the belief that people from their own choices engage in various tasks and assign roles adapted to individual skills. They are in a given organization because they feel good in it. In companies that operate on the basis of turquoise management style, there are often no positions, but there are always functions. The latter can, however, be changed when acquiring new skills or because of the desire to try something new. Turquoise is a concept with a soul. It is the opposite of an organization in which man is only a cog driven by the management or the president. Such work has nothing to do with the machine made for making profits and goals with which the team is not identified.

Owners of this idea believe that the organization has a soul and its own purpose. They try to listen to where the organization wants to go and avoid making direction on it. They feel that they have a responsibility to themselves and organizations to inquire about their personal sense of vocation and whether and how it fits with the purpose of the organization. They take care to saturate our roles with the soul, not our ego.

In the teal organization, all of its members are responsible for the organization. If they feel that something should happen, they have a duty to take care of it. It is not allowed to limit their area of interest to the scope of responsibility of their roles. Everyone must feel free to make others responsible for their obligations using feedback and respectful confrontation.

Teal organizations have discovered the key to effective action, even on a large scale, using a system based on relations between employees, without the need for a hierarchy or a consensus model. They are warned as beings who have their own life and sense of their own direction. Instead of trying to anticipate and control the future, members of the organization are invited to listen carefully to what is happening and to understand what the organization wants to become and what purpose it wants to serve. They are spaces where people carry out peacefully and work is their passion.

Have you ever worked, do you work or would you like to work in such system?