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REINVENTING ORGANIZATIONSWorkshop Session für konkrete Handlungsempfehlungen
zum Organisationsdesign Jörn Hendrik, @jormason
03.06.2015, Berlin #arbeiten40
History of organization development
100.000 years ago
50.000 years ago
Now
InfraredRed
AmberOrange
GreenTeal
Magenta
Red OrganizationsConstant exercise of power by chief to keep employees in line.
Fear is the glue of the organization.
Highly reactive, short term focus.
Thrives in chaotic environment
Current Examples:
(some) Startups
Mafia
Street Gangs
Terror OrganizationsPicture Credits: Flickr User howl: flic.kr/p/5BU6Rn
Amber OrganizationsHighly formal roles within a hierarchical pyramid.
Top down command and control (what and how).
Stability valued above all through rigorous processes.
Future is repetition of the past.
Current Examples:
Catholic Church
Military
Governmental Organizations
Public School System Picture Credits: Flickr User UK Ministry of Defense: flic.kr/p/bjm6L2
Orange OrganizationsGoal is to beat the competition; achieve profit and growth.
Innovation is the key to staying ahead.
Management by objectives
Command and control on what, freedom on the how
Current Examples:
Fortune 100
DAX Unternehmen
Multinational companies
Charter SchoolsPicture Credits: markdraws.deviantart.com
Green Organizations
Focus on culture and empowerment
Within the class pyramid structure
Achievements of extraordinary employee motivation
Current Examples:
Culture Driven Organizations
NGO’s
Southwest Airlines, Ben & Jerrys, Semco
Teal OrganizationsNo one is the boss of anyone else.
Hierarchy is not powerful enough to face complexity:
Examples: global economy, human central nervous system (CNS).
If you take your purpose seriously there is no competitor by definition.
Current Examples:
Network Organizations (Burtzoorg, ESBZ, Zappos, A.W. Gore, Automattic)
Picture Credits: Devin Powers: http://bit.ly/1QKLu6S
OverviewExplanation
Current Examples
Key breakthroughs
Guiding metaphor
RED Organizations
Constant exercise of power by chief to keep troops in line. Fear is the glue of the organization. Highly reactive,
short term focus. Thrives in chaotic environment
•Mafia •Street Gangs •Terror Organizations
•Division of Labour •Command authority
Wolf Pack
AMBER organizations
Highly formal roles within a hierarchical pyramid. Top down command and control (what and how). Stability valued above all through rigorous processes. Future is
repetition of the past.
•Catholic Church •Military •Governmental Organizations
•Public School System
•Formal roles (stable and scalable hierarchy)
•Processes (long term perspectives)
ORANGE organizations
Goal is to beat the competition; achieve profit and growth. Innovation is the key to staying ahead.
Management by objectives (command and control on what; freedom on the how)
•Multinational companies
•Charter Schools
•Innovation •Accountability •Meritocracy
Machine
GREEN organizations
Within the class pyramid structure, focus on culture and empowerment to achieve extraordinary employee
motivation
•Culture Driven Organizations (NGO’s, Southwest Airlines, Ben & Jerrys, Semco)
•Empowerment •Values-driven culture •Stakeholder model
Family
TEALorganizations
No one is the boss of anyone else. Hierarchy is not powerful enough to face complexity, e.g. global
economy, human muscle brain (cells). If you take your purpose seriously there is no competitor by definition
•Network Organizations (Burtzoorg, ESBZ, Zappos, Semco, A.W. Gore, Automattic)
•Self Management •Wholeness •evolutionary Purpose
Network
How to change?
Self Management
No one is the boss of anyone else. Because hierarchical organizations are not powerful enough to face the complexity, e.g.global economy, anymore.
Rather than a power hierarchy teal organizations work like a natural network
Advice Process: One has to get advice from an expert. One has to talk to people who will be affected by the decision
Wholeness
In most organizations we are pushed to wear a mask. We are so used to wearing it, that we almost forgot about it.
We are showing our Ego (only the rational part of it), but not our deeper feelings.
Teal organizations are integrating different views and different opinions, because the truth has more facets than just one.
Evolutionary Purpose
If you take purpose seriously, there is no competition. Because every organization aiming for the same purpose is an ally.
If a company vision is aligned with the strategy – and when it’s continuously adapted it becomes stronger and stronger.
Purpose is finding a companies why and can’t be simply executed. Execution only works when you think about your company as a machine like in orange organizations.
How to change?
1.Self-management No one is the boss of anyone else.
Work like a natural network.
Advice Process: Talk to experts and talk to people who will be affected by the decision.
2.Wholeness
Accept the human being behind the employee.
Integrate different views and different opinions.
The truth has more facets than just one.
1.Evolutionary Purpose Where is purpose, there is no competition. Every organization aiming for the same purpose is an ally.
If a company vision is aligned and continuously adapted it becomes stronger and stronger.
Purpose is finding a companies why and can’t be simply executed.
Contact:+49 (0) 171 369 5336 [email protected] @jormason fb.me/jormason ffluid.de
