Barcamp Session Reinventing Organizations

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My Session at the #arbeiten40 Barcamp

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Barcamp Session Reinventing Organizations

  1. 1. REINVENTING ORGANIZATIONS Workshop Session für konkrete Handlungsempfehlungen zum Organisationsdesign Jörn Hendrik, @jormason 03.06.2015, Berlin #arbeiten40
  2. 2. The Book facebook.com/frederic.laloux.public
  3. 3. History of organization development 100.000 
 years ago 50.000 
 years ago Now Infrared Red Amber Orange Green Teal Magenta
  4. 4. Red Organizations Constant 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 Organizations Picture Credits: Flickr User howl: flic.kr/p/5BU6Rn
  5. 5. 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. Current Examples: Catholic Church Military Governmental Organizations Public School System Picture Credits: Flickr User UK Ministry of Defense: flic.kr/p/bjm6L2
  6. 6. 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 Current Examples: Fortune 100 DAX Unternehmen Multinational companies Charter Schools Picture Credits: markdraws.deviantart.com
  7. 7. 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
  8. 8. Teal Organizations No 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
  9. 9. Overview Explanation 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 TEAL
 organizations 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
  10. 10. How to change?
  11. 11. 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
  12. 12. 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.
  13. 13. 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.
  14. 14. 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.
  15. 15. Contact: +49 (0) 171 369 5336 jh@ffluid.de @jormason fb.me/jormason ffluid.de

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