teal
The organisation is not a hierarchy, a family, or a corporation. It is an ecosystem.
No organisation charts, management hierarchies, top down quarterly goals or other traditional management strategies.
Instead: self-managed teams, radical authenticity, psychological safety and decentralised decision-making.
People new to No Moss may desire a teal organisation, but the “being” part requires work and self-growth, and is many times harder than working in the current paradigm. Not everyone can do it.
Self-management – Rigid hierarchical management structures are replaced by distributed authority and collective intelligence, in which natural hierarchies emerge and dissipate depending on situational context.
Wholeness – Individuals “drop the mask,” and bring all of who they are to work, not just characteristics deemed to be professional. Authenticity and psychological safety are key.
Evolutionary purpose – not the purpose of the boss or the shareholder. All members strive to listen and understand our collective purpose, and work to achieve that.
“No Mossers listen to their authentic inner voice, & explore their unique potential in a environment of ziran”
the shadow of teal
Not everyone wants this. Even if they do, the un-learning from previous organisations can be very significant and mindset-deep.
Self-management requires an extremely high level of self-accountability
Wholeness often takes year to practice; and forever feels still somewhat ‘inauthentic’
Not everyone has/wants both/either the confidence and competence to be part of an evolutionary purpose.