Management has evolved over the centuries, reflecting the changing needs of organizations and society, as well as a growing understanding of the human element in organizations.
Each stage of this evolution has contributed to the development of modern organizational structures, processes, and cultures.
Early management theories focused heavily on efficiency, control, and stability, driven by industrial needs for mass production.
Over time, however, the realization that creativity, innovation, and employee engagement drive long-term success led to more empowering and flexible models.
Today’s trends, such as self-management, wholeness, and evolutionary purpose, are the culmination of this journey. They recognize the complexity of human beings, the value of autonomy, and the need for organizations to evolve dynamically.
We are currently in the midst of a New Era of Management marked by three transformative principles: Self-Management, Wholeness, and Evolutionary Purpose.
These concepts are primarily discussed by Frederic Laloux in his groundbreaking book ”Reinventing Organizations” (2014). Laloux explores how organizations are evolving to become more adaptive, human-centered, and purpose-driven, moving beyond traditional hierarchical structures.
Here’s a breakdown of his ideas:
1. Self-Management: A Shift from Control to Autonomy
Self-management represents a break from the traditional command-and-control hierarchies.
In the past, organizations were structured around layers of management designed to enforce decisions from the top down.
Today, self-management empowers individuals and teams to make their own decisions, fostering agility, creativity, and ownership.
- Companies that adopt self-management, such as Haier or Buurtzorg, are more agile and responsive to change. Without rigid layers of approval, teams can pivot quickly, innovate faster, and deliver solutions that meet evolving market needs.
- Hierarchical levels are minimized, and decision-making is decentralized. This allows for faster communication and greater flexibility, helping organizations thrive in today’s complex environments.
- Employees are no longer passive executors of orders but active participants who take ownership of their roles and responsibilities. This leads to increased motivation, creativity, and a stronger connection to the work they do.
- With autonomy comes a greater sense of empowerment. Workers feel trusted and valued, leading to higher engagement and job satisfaction, which ultimately drives performance and personal growth.
2. Wholeness: Bringing Humanity Back into the Workplace
The traditional view of the workplace often required individuals to suppress their emotions, personalities, and personal values, focusing solely on their professional output.
The concept of “wholeness” shifts this paradigm, inviting individuals to bring their full selves to work—emotions, creativity, vulnerabilities, and all.
This holistic approach fosters environments where employees feel more connected and engaged, not just professionally but personally.
- Companies like Patagonia and NextJump encourage employees to integrate their personal values and passions into their work. This leads to a culture of trust, collaboration, and emotional safety, where people can share ideas without fear of judgment or failure.
- By encouraging employees to be their authentic selves, organizations foster a sense of belonging and well-being. This reduces stress and burnout while improving mental health and work-life integration.
- Employees who are encouraged to bring their whole selves to work feel more authentic and connected to their jobs. This increases personal fulfillment and helps them align their work with their deeper purpose and values.
- Wholeness fosters a balanced approach where employees can integrate their professional lives with their personal aspirations and interests. This reduces the artificial boundary between “work” and “life,” leading to more harmonious and sustainable careers.
3. Evolutionary Purpose: Moving Beyond Profit
Historically, organizations were built around fixed missions, often focused solely on profit and growth. In this new era, the concept of “evolutionary purpose” means that organizations are seen as living entities with a dynamic, evolving sense of purpose that goes beyond profit.
They now operate with a long-term vision that adapts to the needs of society, the environment, and their stakeholders.
- Companies like Unilever, Zappos, IDEO embrace evolutionary purpose, continually adapting their goals to address social, environmental, and economic challenges.
- This drives long-term, sustainable growth by aligning business objectives with global well-being.
- Businesses are no longer judged solely by their financial performance. Their commitment to ethical practices, sustainability, and social responsibility is just as important. Organizations that operate with an evolutionary purpose build trust and loyalty among their customers and communities.
- Employees are increasingly seeking work that aligns with their personal values and contributes to a greater good. In purpose-driven organizations, individuals find meaning in their roles, knowing their efforts contribute to positive change beyond financial success.
- This evolving purpose allows individuals to work for companies whose missions resonate with their own values and aspirations. As employees engage in purposeful work, they find a deeper connection to their job, leading to increased fulfillment and motivation.
How This New Era Is Affecting Organizations and Individuals
This shift to self-management, wholeness, and evolutionary purpose is not just a trend; it is a fundamental transformation in how businesses and individuals relate to one another.
Companies that embrace these principles are seeing benefits such as:
Increased Innovation: By decentralizing decision-making and empowering teams, companies can respond more quickly to changes and foster creative problem-solving. Innovation thrives in environments where people feel free to experiment and fail without fear of reprisal.
Greater Resilience: Organizations that adopt these practices are more resilient in the face of external challenges. Without rigid hierarchies, they can pivot, adapt, and grow in dynamic markets.
Enhanced Employee Satisfaction and Retention: A focus on wholeness and purpose gives employees a reason to stay. When people feel fulfilled, supported, and aligned with their organization’s mission, they are more likely to remain loyal, reducing turnover and building a stronger workforce.
Sustainable Growth: Companies driven by evolutionary purpose focus not only on short-term gains but on long-term, sustainable growth. This attracts like-minded customers, investors, and employees, who are more engaged in the company’s mission and values.
The new era of management represents a profound change in how we work and lead.
As businesses evolve to meet the demands of a rapidly changing world, they must embrace these principles to be better positioned to innovate, adapt, and create lasting value—not only for shareholders but for all stakeholders, including employees, customers, communities, and the planet.
For individuals, this evolution brings the opportunity to connect more deeply with their work, experience greater autonomy, and contribute to a meaningful purpose.
In this new world, work becomes more than just a job—it becomes a space where people can thrive as whole, empowered, and purpose-driven human beings.
Further reading: Frederic Laloux (Author), Ken Wilber (Foreword), 2014, Reinventing Organizations, A Guide to Creating Organizations – Inspired by the Next Stage of Human Consciousness, Nelson Parker (https://www.amazon.com/Reinventing-Organizations-Frederic-Laloux/dp/2960133501)
