Building a ‘Turquoise’ Company: The Balance of Trust and Vision

As a company owner, I have always envisioned creating a workplace that embodies more than just productivity and profit. My dream has been to foster a ‘turquoise’ organization—a concept coined by Frederic Laloux in his book “Reinventing Organizations” (Laloux, 2014). In this model, the company operates on self-management, wholeness, and a deeper sense of purpose. It’s about creating a space where work-life balance, flexibility, and the human spirit can thrive. However, the journey to implementing this dream is not without its challenges

The turquoise model aims to break away from traditional hierarchical structures, instead promoting a more fluid, collaborative environment. It’s built on the principles of trust, autonomy, and holistic development. In this ideal workplace, employees have the freedom to choose how, when, and where they work, aligning their professional duties with personal aspirations and lifestyles (Laloux, 2014). This resonates deeply with the concept of work-life balance and hybrid work structures that many companies are attempting to adopt in today’s fast-paced world (Harvard et al., 2021).
However, implementing such a transformative model requires a fundamental shift in mindset—both for management and employees. It calls for a level of trust that transcends traditional employer-employee dynamics. In a turquoise organization, trust isn’t just an abstract value; it’s the cornerstone of the entire structure. Without it, the foundation crumbles.

In my efforts to create this turquoise environment, I’ve encountered an unexpected obstacle. It appears that some employees interpret my willingness to trust and provide flexibility as a weakness or, worse, an opportunity to take advantage. It’s disheartening when the pursuit of an empowering work culture is met with skepticism or misuse. The autonomy intended to inspire creativity and accountability can, if misunderstood, lead to a lack of discipline or even attempts to exploit the system.

This misinterpretation is not entirely the employees’ fault. Trust and flexibility are often foreign concepts in many traditional corporate cultures, where rigid structures and top-down management styles prevail. Employees accustomed to micromanagement may find the sudden freedom overwhelming or interpret it as a lack of oversight.

To build a true turquoise company, trust must be mutual and deeply ingrained in the organizational culture. It’s not merely about granting freedoms but about instilling a sense of shared responsibility and commitment. According to Stephen M.R. Covey, trust is a crucial leadership competency, and cultivating a high-trust environment leads to increased innovation, collaboration, and performance .

But trust cannot be enforced; it must be nurtured. It requires transparent communication, clear expectations, and a collective understanding of the company’s vision and values. Employees must feel empowered yet accountable, recognizing that their autonomy comes with the responsibility to contribute meaningfully to the organization’s success.

My vision for a turquoise organization remains steadfast, but it’s clear that achieving this dream requires more than just good intentions. It involves building a culture where trust is the norm, not the exception, and where every member of the team understands and values the freedom they are given. We must engage in ongoing dialogue, learning, and adjustment to align our individual and collective goals.

• Covey, S. M. R. (2006). The Speed of Trust: The One Thing That Changes Everything. https://books.google.co.il/books/about/The_SPEED_of_Trust.html?id=nQZnDwAAQBAJ&redir_esc=y
• Laloux, F. (2014). Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness. Nelson Parker. https://www.scirp.org/reference/referencespapers?referenceid=2302976
• Harvard Business Review. (2021). Work-Life Balance: Is Hybrid Work the Solution. https://hbr.org/2021/12/hybrid-tanked-work-life-balance-heres-how-microsoft-is-trying-to-fix-it