We believe in the beauty and power of each individual.
We believe the best teams are made up of talented individuals who share an extraordinary organizational journey together.
We believe that extraordinary organizational journeys begin with deliberate development within their teams and individual members.
Come with us as we explore your Team’s Development potential!
- We help create teams that are as equally “human-centric” as “profit-centric.”
- We help create teams with high psychological safety who move, morph, and meld together to create high-functioning teams at every level of your organization.
- We help you create your own Team Intelligence by tackling problems specific to your own journey.
- We create (team members who take what they’ve learned already and can infuse their knowledge into multiple, cross-functional, or co-created teams. Your team members will be able to cross-pollinate their skill sets across many teams during the year with little down time, and with the ability to self-diagnose and self-rectify their team problems.
These kinds of teams are ready for your next evolution of business and can create great momentum into your organization’s future.
What is Teal?
Let’s begin by exploring Organizational Paradigms and the forces that give rise to them.
As both technology and humanity’s understanding of itself has evolved, organizations have also evolved to fit each new human consciousness level. Modern history has helped us understand this phenomenon and categorized the organizational paradigms that arose in each era. Humanity’s evolution came first; its organizational types evolved out of those changes.
Recently, the roles have reversed – Humanity’s evolution no longer preceded its Organizational Changes. Instead it became the norm that organizations ought to maximize wealth to shareholders, the company, and its employees; become First-Movers to capture the first-to-market wealth; or cater to only a small niche of customers who would pay premium costs for services or products. This extreme focus on profit-making then set the tone for Humanity, and allowed Organizational Model changes to take precedence over Humanity’s needs. We feel that the shift happened between the Age of Revolution(s) (1789 AD – 1848 AD) and the Industrial Revolution (1760 AD – 1840 AD), but because both Ages overlapped each other, the full weight of the shift hadn’t been felt until now, during The 3rd Industrial/Digital Revolution (1947-Ongoing).
Leaders within these organizations became puzzled when their employees began leaving their organizations en masse, further catalyzed by the Covid pandemic in The Great Resignation. These employees wanted to join organizations that made a difference in life and aligned with their own values, not organizations focused solely on profitability. These were not Humanity’s organizations.
In an effort to evolve as Humanity, we started leaving out actually being human from the equations of our organizations; we became reactionary to instead of intuiting Humanity’s needs.
The next Organizational Paradigm, therefore, must look at both aspects of humanity:
- our human consciousness level, and
- the accompanying organizational frameworks that best capture the jump in human consciousness.
Enter, the book that changed everything: Reinventing Organizations by Frederic Laloux.
Laloux discusses Organizational Paradigm types by color and based on the human consciousness level of humanity at the time of the organizational shifts. There are many organizations that operate under Teal principles, however, Laloux based his research on only 12 of these organizations, although there are many more all over the world.
These can be seen in the below comparisons. Look at the five Organizational Paradigms in the next infographic to capture the knowledge in each Paradigm. Each Paradigm included both Breakthroughs and Shadows. The 10% Tipping Point was/is when almost all the developed nations at the time switched to the new Paradigm. Europe is far ahead of the United States in evolving to Teal organizations.
In essence, because we’ve created so much complexity in our organizations and have devalued human workers inside them, we’ve found the need to step back and evaluate what we’ve lost in our world as we focused on profitability. We must learn how to incorporate them back into our existences in business inside the next Organizational Paradigm.
This is why we see the next Organizational Paradigm as Teal:
- Valuing the people of an organization
- Valuing the work of the organization, but not its complexity
- Valuing the organization’s separate knowledge about itself and where it wants to go next
Once we focus on these things, we can put our humanness, the value of our work, and the intelligence of the organizations back into life. This is what Teal organizations do.
Teal Organizational Paradigm
intuits the changes in our work that humanity’s evolution requires
Tools and Methods
Cultural Strategies, LLC employs a number of industry leading tools, pedagogies, and frameworks to build your teams into the best possible versions of themselves.
Builder Profile 10™Gallup©
Gallup’s newest assessment, BP10 charts the talents that all people have as Business Builders. For entrepreneurs, intrapreneurs, and everyone in between, nothing helps you better than leaning into your innate talents about HOW you build your organization. But how can you lean into them if you don’t know what they are or which of the 10 are your strongest ones?
TeamingAcumen™ FrameworkGlobal Builders’ Consortium
How does your team stack up on their interactions with each other? Does it get stuck in company politics or silos? How can you get it “unstuck” so that each person understands the team’s rules of engagement and follows the path of team development?
Conversational Intelligence®The CreatingWE Institute
Learn how to navigate from a Level 1 conversation (Transactional) to a Level 3 conversation (Transformational) where breakthroughs can happen. As teams learn how to mature, your conversational exchanges should mature with them, yet so many of us live without understanding that we have an undeveloped and often harming style of conversation that rips teams apart instead of infusing them with the good that we seek.
Overcoming The Five Dysfunctions of a TeamLencioni
As the only Strengths-based version of Lencioni’s concepts inside his iconic book, our Overcoming The Five Dysfunctions of a Team assessment and learning leans heavily on Lencioni’s classic concepts, while giving Strengths-based organizations a way to continue to harness their Strengths evolution by addressing and rectifying dysfunctional behaviors which may have crept into each team from years of pre-existing problems.
Gallup’s venerated assessment that helps you discover “Who am I?” and “What do I give this organization or this team to help it do our work?” CliftonStrengths has been taken by over 26M people around the world. Nothing is more powerful than a person knowing how they are uniquely wired and what they give to our world. This assessment changed our lives!
Other services we may suggest for your personal, or your team’s development:
Pretotyping and Lean CanvasAlberto Savoia & Ash Maurya
As an entrepreneur or intrapreneur, how do you know if what you hope to sell really has a market? Now you can know, by using a technique steeped in Lean Startup methodology, yet with a more contemporary twist by pairing up Alberto Savoia’s Pretotyping principles with Ash Maurya’s Lean Canvas. Both of these create a world where market/concept fit meets your need for a thriving business.
Learn how EI helps you build, not only your own confidence, but ventures with partners where there is win-win-win as you learn how to develop Emotional Intelligence in all you do. Not only does this help us all live in a world where we can thrive, but we can use empathy to understand others and build a better world by navigating our emotions.
Cultural Strategies, LLC’s Creed
Everything we do in Cultural Strategies is in service of helping our clients’ businesses turn the corner on organizational construct change. We are part of a movement – the worldwide movement of Teal – where:
Business work is done by small, self-managed teams of people – even if we have 10,000 employees;
Every employee, from the CEO to the entry-level employee, show up as themselves within their own wholeness and beauty, warts and all, yet we value each other in this extreme beauty;
We listen for the evolution of the organization – we take the organization where it wants to go.