Teal organisation

The Teal paradigm refers to the next stage in the evolution of human consciousness*. When applied to organisations, this paradigm views the organisation as an independent force with its own purpose and not simply as a tool to achieve management's goals. Teal Organisations are characterised by self-organisation and self-management. The hierarchical "predict and control" pyramid of the Orange paradigm is replaced with a decentralized structure consisting of small teams that take responsibility for their own governance and for how they interact with other parts of the organization. Assigned positions and job descriptions are replaced with a series of roles, often self-selected and changeable. People's actions are guided not by orders from anyone in the chain of command, but by 'listening' to the organisation's purpose. In contrast to the very static nature of Amber, Orange and Green organisations, the organisational structure in Teal is characterised by rapid change and adaptation, as adjustments are continually made to better serve the organisation's purpose.

*This stage is similar to Gebser's "Integral," Loevinger's "Integrated," Cook-Greuter's "Construct-Aware," Kegan's "Inter-individual," Torbert's "Strategist" and "Alchemist," Graves' "AN," Spiral Dynamics' "Yellow," Maslow's "Self-actualization," Wade's "Authentic," among others; and is often referred to as simply integral.