tealjohtamisen

Tealjohtaminen, often translated as "teal leadership" or "teal management," is a management philosophy and organizational model inspired by the concept of "teal organizations" as described by Frederic Laloux in his book "Reinventing Organizations." This approach emphasizes self-management, evolutionary purpose, and wholeness within an organization.

In tealjohtaminen, traditional hierarchical structures are largely replaced by decentralized decision-making and distributed authority. Employees are empowered to take initiative, make decisions relevant to their roles, and manage their own work without direct oversight from a command-and-control management layer. This self-management is facilitated through clear roles, processes, and a strong emphasis on collaboration and peer accountability.

The concept of evolutionary purpose suggests that organizations should focus on their inherent reason for being and adapt organically over time, rather than rigidly adhering to a predetermined strategy. This means that the organization's direction can shift and evolve based on feedback and changing circumstances, guided by a collective understanding of its purpose.

Wholeness refers to the encouragement of individuals to bring their authentic selves to work. It means creating an environment where employees feel safe to express their thoughts, feelings, and ideas without fear of judgment, fostering greater creativity, innovation, and a sense of belonging. Tealjohtaminen aims to create more agile, resilient, and human-centered organizations.