This is a series on Teal and Levels of Work. Here is the backstory for the series in case you are interested. The purpose for the series is to explore the tenets of Teal through the lens of Levels of Work. Links to each post in this series, below.
Some interesting responses, as this series evolved. Over the next few posts, I will feature some of these with my own thoughts. This post comes from Jan De Visch in Belgium. More of his thinking is in his book Dynamic Collaboration: Strengthening Self-Organization and Collaborative Intelligence in Teams.
“A false assumption in the Teal movement is that every employee can grow to a level of self-awareness from which self-management becomes possible. Scientific research shows that this is not the case. One needs to acknowledge the variety in developmental levels of participants in self-organizing teams. An essential insight is that self-organization only works in larger contexts if you start to distinguish different types of dialogue spaces (We Spaces), which are nested in each other, and each with their own dynamics. Hierarchy is sometimes an effective answer to breaking through downward divided team dynamics. Thinking through the stratified nature within self-organization is the first step towards Teal’s sustainable development. This notion is not elaborated in the Teal movement.”
I would break this down, that a person’s self-awareness is a product of their capability (observed) and that self-management emerges (and blossoms) within that capability. Cognitive development within individuals translates into cognitive capability in the team.
De Visch’s description of dialogue spaces is consistent with Jaques observation that timespan and its concommitant evidence is language. Our ability to imagine into the future begins at a very young age with the simple words, “Once upon a time.”
Self-organization exists within stratified levels of work. Growth toward that self-awareness (and self-management) is nested within discontinuous levels. These discontinuous levels are readily observable and create the hierarchy that Teal might resist, except where it acknowledges hierarchy of recognition, influence and skill. Elliott would argue that hierarchy is more precisely identified as capability.
Here are all the links to this series on Teal and Levels of Work.
Teal and Levels of Work
Hierarchy is Just a Shape
All Problems Are Not Created Equal
The Question of Accountability
Teal and Theory of Constraints
Hidden Hierarchy in a Self-Managed Team
Accountability and Authority
Behaviorists Without Children
BAMS and Teal
Back to Hierarchy, For a Reason
Most Teams are Functional, Few Are Accountable