8 trends in progressive organizations (Teal)

I have been following Corporate Rebels ( https://www.corporate -rebels.com) for a while. They say it in their name, they are "rebels", they bring new, provocative, disruptive ways of seing things.

They recently published the article "8 TRENDS IN PROGRESSIVE ORGANIZATIONS " in the

Huffington Post (name of downloadable report in pdf)

https:// www.huffpost.com/entry/the-8-habits-of-companies-you-wish-you-worked-for_b_58f53598e4b048372700dac0

and also available at https://www.corporate-rebels.com/ blog/the-8-habits

The article and report describe how certain traditional organizations are transforming to adapt to today's world. Following the approach of Teal or "evolutionary" organizations proposed by Frederik Laloux, the authors of the article, Joost Minaar and Pim de Morree, highlight eight key trends that define the new work paradigm.

Trends emphasize the importance of moving from only focusing on profits to establishing clear purpose and values. Progressive organizations are abandoning rigid hierarchies in favor of more flexible and interconnected networks of teams. Leadership has evolved into a model based on support, which encourages autonomy and individual responsibility. The focus of control has shifted to trust and freedom, giving workers more room to express themselves and make decisions. This change has also led to greater transparency within organizations, giving everyone access to critical information. Besides, companies are recognizing individual talents, allowing people to take on roles based on their strengths and passions.

Just at this point is where I think that strengths-based coaching (SBC) can have a very relevant impact on the evolution of an organization towards a "progressive" model, through:

• Identifying and enhancing individual talents: Through SBC, workers can discover and develop their natural skills and talents, encouraging people to feel more connected to their responsibilities and contributions.

• Fostering engagement: SBC helps to create an environment in which workers feel recognized and valued for what they contribute to the organization, fostering a sense of belonging and shared purpose.

• Creation of high-impact teams: By enhancing individual strengths but also the fit of these strengths between the members of a team, looking for complementarity and diversity, they work synergistically. In addition, this is how innovation and problem solving is more effectively stablished.

• Fostering a culture of growth and continuous learning: By targeting individual strengths, can be fostered an organizational culture that values continuous learning and personal development, generating motivation and commitment among workers.

• Improving people's satisfaction: By recognizing and enhancing individual strengths, SBC contributes to an overall improvement in job satisfaction, a reduction in job attrition and an improvement in talent retention within the organization .

Ultimately, SBC helps transform an organization by fostering personal growth, effective teamwork and an organizational culture that values commitment, innovation and continuous learning. This transformation can be a key enabler to achieve a more "progressive" and future-oriented organization.