SERES Embraces Teal: A Transformational Journey Begins
Change is often met with resistance, but it's also the harbinger of growth and innovation. In the spirit of continuous improvement, SERES embarked on a transformative journey towards becoming a Teal organization. This journey, inspired by the core principles of self-management, purpose, and wholeness, has been nothing short of remarkable. Let's take a closer look at the initial steps that paved the way for SERES' Teal transition.
1. Learning from the Masters:
The first step in any transformative journey is knowledge. SERES recognized the importance of thoroughly understanding the Teal organizational paradigm before diving in headfirst. Euforia, a Teal-spirited organization, generously shared their practices and research, providing valuable insights into the world of Teal.
We delved into the core concepts of self-management, purpose, and wholeness, seeking to understand how they could revolutionize our organization. This learning process was instrumental in building a strong foundation for the changes to come.
2. Adapting the Organizational Structure:
A key aspect of the Teal transition was the restructuring of our organizational chart. We embraced the principles of holacracy, a system that places power and decision-making authority in the hands of circles, roles, and responsibilities rather than a traditional hierarchical structure.
Using Glassfrog, a powerful tool for holacracy practitioners, we created circles to represent different facets of our organization. Within these circles, roles and responsibilities were defined, empowering individuals to take ownership of their areas of expertise. This shift marked a departure from traditional organizational hierarchies, fostering a culture of self-management.
SERES organizational structure in Glassfrog3. A Helping Hand from Michigan Ross:
Transitioning to a Teal organization is no small feat, and SERES recognized the need for expert guidance. That's when the pro bono team from the Michigan Ross School of Business entered the picture. Comprising talented researchers and experts, they provided invaluable support.
The Michigan Ross team conducted thorough research and proposed a roadmap for our transition. Their insights and recommendations spanned short, medium, and long-term actions, ensuring that our Teal journey would be a well-structured and sustainable one. Their expertise was a significant asset in navigating the complexities of organizational transformation.
4. Integration Across Systems:
To truly embrace Teal, SERES knew that it needed to permeate every aspect of the organization. We set out to integrate Teal principles into our information systems, feedback mechanisms, performance management, and even compensation and incentives.
This comprehensive approach ensured that Teal wasn't just a buzzword or a surface-level change—it became an integral part of our organizational DNA. Our information systems now supported transparent communication and decision-making, while feedback and performance management processes emphasized autonomy and accountability. Compensation and incentives were aligned with the values and purpose that drove our organization forward.
As SERES continues its journey towards becoming a Teal organization, these initial steps serve as a testament to the commitment and dedication of our team. Change is rarely easy, but the rewards of embracing Teal—enhanced collaboration, innovation, and a sense of purpose—are well worth the effort.
Stay tuned for the next installment of our Teal transformation series, where we'll delve deeper into the impact of self-management, purpose, and wholeness on our organization and share the lessons we've learned along the way. Together, we'll discover the boundless potential of Teal to redefine the way we work and thrive.
