Is There Such A Thing As A ‘Level 5’/Teal Organization? – Part 2

This is the second interview exploring the idea of Level 5/Teal organizations. During this discussion, we delve more deeply into how we can foster the development of these leading edge capacities. Further exploring organizational shadow and integrative thinking, we will look at case studies, practical examples and interventions that support level 5 leadership and organizational development.

  • Why are trust and safety important quality in teal organizational culture?
  • Are level 5/ teal capacities skills that we can learn or do we just have to “be” a level 5 / teal leader?
  • Exactly how can organization and leaders become more adaptive?
  • What is organizational shadow? Why is it important? How can we identify it and work with it?
  • What are organizational polarities and how to teal leaders and organization deal with them that goes beyond decision making or multiple bottom line? This exploration is important for leaders aspiring to reshape their organizations.

Is There Such A Thing As A ‘Level 5’/Teal Organization?

In complex adaptive systems, those required to meet many of the challenges we currently face, leaders and organizations need to co-evolve to ensure their ability to respond to the opportunities and challenges. During this conversation, Terri and Maureen explore how individuals and organizations evolve. It starts with the question of how individuals “grow up” as leaders. They then map this same framework to exploring how organizations evolve. Terri presents a brief overview of the STAGES model, using it to frame to conversation about how a developmental model can be used to better understand the idea of organizational evolution. This is particularly useful when individuals use the developmental tools they employ for their own development to help the organization mature. While this sounds like even more work for busy leaders, this is the focus that enables them to create systems that are truly adaptive.

Terri O'Fallon: The Development of Collective Consciousness – Subtle & Causal Levels

We know that individuals develop all of their lives. Terri O’Fallon’s current research supports 12 human levels of development. While these levels relate to and are expressed by the individual, there is also a corresponding collective developmental experience and expression. In this conversation, Patricia Albere and Terri O’Fallon, teacher and researcher, will explore the developmental qualities and experiences that arise in the collective realm, and how consciousness iterates from a concrete collective experience, to a subtle collective experience to a causal (very subtle, or “emptiful”) experience.

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Terri O'Fallon: Developmental Embodied Spirituality

Development occurs within our exterior, our interiors, as individuals and as collectives, where each evolves from earlier to later levels. While this may seem like a simple statement, it evokes so many questions around which there can be multiple interpretations. Join Patricia Albere and researcher, teacher and designer of transformational containers, Terri O’Fallon as they inquire into some of these questions involving developmental embodied spirituality.

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Terri O'Fallon: Growing up and waking up – the natural unfolding of states and stages

Based on her article The Senses: Demystifying Awakening…O´Fallon starts out by explaining the difference between concrete, subtle and causal objects and how such sense objects relate to awareness, and further, how these distinctions also point to different qualities and experiences of non-duality. She then goes on to explain how the capacity to notice different objects (concrete, subtle and causal) develop in a stage-like pattern, where the ability to notice a certain object first happens by accident, before it later becomes a natural capacity running in the background. She explains in detail the four stages involved in this process of “state to stage” development.

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