Finally, we reached the current final level of organizational evolution. This level was the first when operating model did not become obsolete, just evolved. Nowadays many organization had flagged for an agile organization, but after the natural operation, they will identify, why they need to grow further. The agile organization still have limitations based on their daily practices, ceremonies. Why? I think the following picture summarizes the difference:

Decentralized agile organizations still have the bottleneck on the joins. This is what has to evolve over the Teal. In the ideal Teal organizations all roles which still exists in the agile organizations transformed to labels. Labels can be assigned to anyone within the teams, or outside the teams.

There is an analogy between the blockchain and the Teal organization. They both have protocols, which defined by origin. Until you strictly comply with the protocol, you can transact/work freely.

This organization has still the advantages of the green organization. They still have the evolutionary purpose, so everyone knows how they keep head into the direction of the ultimate goal.

In their evolutional level, they able to disassemble roles within the team, so traditional agile coach, and product owner roles still exist, but the team handles. Many of the current agile coaches now think I'm saying their role will no longer need in the team. This is not true. They still have space for their work, but they can concentrate on different things, like enhancing the protocol, which operates the organization, and monitor the teams, how they operate. This is the most important thing in these organizations! Trust and empowerment are much higher than in previous organization models. Instead of control, they move into the support role.

Because the tasks distributed in the team, they need much less traditional control positions.

The protocol defines two important processes in these organizations:

Advice process help to make the best decisions. Because not only one man makes the decision, it uses the collective intelligence of many people. And last but not least everyone gets the information who needs to know about.

The second important process is conflict resolution. In most of the cases conflicts resolved on that level where it occurs. If no agreement then it goes to an upper level, or they involve an outside person. The whole process comes from the integral theory of Ken Wilber. Reflection and mirror used to investigate the conflicts. First, everyone sees the problem from a personal viewpoint. Next, we can check in the other person viewpoint, what is his/her motivation to raise the conflict? Next, we can check how we see within the team the conflict from the viewpoint of the team. Finally, we can check how an external person sees the problem from an external viewpoint. With this methodology, we can resolve conflict in a more integral way.

I think if an organization reach this level, they able to make the best decisions. With this operating form, we can get most out of innovations, because colleagues work more equal, and they more speak out their opinions.

In the era of Artificial Intelligence, we need to utilize more and more collective intelligence to be competitive. My personal opinion is the companies which able to utilize these models will survive more.