The New World of Work: Redefining Organisational Design
Welcome to the New World of Work, where change isn't just happening; it's thriving.
Imagine a landscape where companies evolve like living organisms, growing from rigid structures to flexible, empathetic, and innovative entities.
This isn't a futuristic fantasy; it's the reality of today's organisational design, where stages of development define the path of progress.
The stages of development: red to teal
The New World of Work has been visualised through a colour-coded system that reveals where the majority of an organisation’s practises sit, ranging from red to teal. Each colour represents a distinct organisational culture and mindset:
Red: The command and control style, where power is exerted strictly.
Amber: Characterised by rigid hierarchies and defined roles.
Orange: Focuses on achievement, often driven by targets and competitive strategy.
Green: Places emphasis on community, collaboration, and cultural values.
Teal: The pinnacle of organisational evolution, embodying self-leadership and evolutionary purpose.
Are you working under Theory X or Theory Y?
Theory X and Theory Y are contrasting leadership philosophies that underpin the way leaders view their people.
Theory X assumes that most people prefer to be directed, want to avoid responsibility, have little ambition, and primarily want security from their jobs. It often leads to a command control leadership style, commonly found in the red, amber, and orange stages of development in the New World of Work.
On the other hand, Theory Y assumes that people are not ‘naturally’ lazy or unambitious, but are products of their environment. Thus, providing the right conditions will lead to individuals who are purposeful, motivated, open to responsibility, creative in solving organisational problems, and find meaning in work. Theory Y is prevalent in the more progressive green and teal stages, which foster a culture of trust, empathy, and collaboration.
Why the ‘New World’ emerged
The New World of Work is an answer to the modern challenges people face. It addresses:
Flexibility: Modern organisations need to be agile, but agile with heart.
Wellbeing: Shifting from the Theory X mindset to the Theory Y mindset naturally creates ‘well’ environments for people.
Sustainability and Growth: The New Work practices emphasise long-term success over short-term gains.
Leading organisations: green and teal
Organisations at the top tiers of green and teal have gone the extra mile through their progressive practices. Some examples include:
Green: Organisations like Ben and Jerry’s, where focus on community and values is paramount.
Teal: Pioneers like Buurtzorg, which has redefined healthcare through self-leading teams.
These companies have embraced the Theory Y mindset, and stand for trust, collaboration, and growth.
Embracing where you are: it's a journey
The journey from red to teal is lengthy and full of challenges.
Organisations seeking evolution should focus on gradual evolution rather than a disruptive overhaul.
Modern People supports organisations through their development, moving toward a model that embraces self-leadership, purpose-driven collaboration, and empowerment in the workplace. Learn more.
