Laloux uses a descriptive model in which he describes different types of organizations in terms of colour, and he cites studies by evolutionary and social psychologists including Jean Gebser, Clare W. Graves, Don Edward Beck, Chris Cowan and Ken Wilber.
[1] Laloux defines a "teal" (a greenish-blue color) organisation as one where the management is based on worker autonomy and peer relationships.
[2][3][4] Self-management replaces traditional hierarchy with a system where employees manage themselves and collaborate on decisions, distributing authority more evenly.
Wholeness encourages employees to integrate their personal and professional identities, fostering a work environment that prioritizes emotional well-being and authenticity.
Evolutionary purpose sees Teal organizations as living entities that adapt and evolve naturally, guided by their own sense of direction rather than rigid strategic plans or profit motives.