The book "Reinventing Organizations," began the Teal revolution in 2014, but coaching was missing from the conversation. We see coaching as the core DNA of Erickson Teal 2.0, particularly solution-focused coaching. Team coaching and a leader-as-team-coach approach is also essential for transitioning towards a teal organization.
With Teal 2.0 we aim for a robust company transition process that includes a mindset shift and a foundation of trust. Asking teal questions drives a teal organization, with alignment being a key measurement of its emergence.
By integrating workplace coaching systems and communication styles, we create a foundation of trust, which is essential for achieving high performance. Without trust, performance cannot thrive. At its core, teal is about empowering people and driving business results. This humanistic framework is designed to drive business growth, speed, and competitiveness, especially in dealing with the challenge of emergent complexity.
The rate of change, volatility, uncertainty, complexity, and ambiguity (VUCA), as well as the brittleness, anxiety, non-linearity, and incomprehensibility (BANI) of today's world, are dramatically accelerating. To stay competitive, organizations need a foundation of trust so they can have open conversations, which is the prerequisite for handling emergent complexity.
The essence of Erickson Teal 2.0 is building teal champions and teams capable of tackling complex challenges with a toolbox of processes and systems that drives self-organization and team intelligence. This is the most direct path to competitiveness in the 21st century. If asked why an organization should embark on the teal journey, the first answer should be competitiveness.