Associates of EXIT Realty Corp. International have commented that the color teal seems to almost follow them around. Many believe they notice it because it’s such a large part of this great company, but what if it’s something more than that?
Teal has been listed as one of the public’s favorite colors; it’s a staple in interior design, and according to color psychology it represents the unconventional and those who appreciate the ability to stand out.
It’s the color of choice for awareness ribbons for several issues including but not limited to ovarian and cervical cancers, sexual assault, and even post-traumatic stress disorder. You may have seen teal pumpkins during Halloween at homes or businesses, signifying that they offer non-food treats like rings or small toys to ensure those with food allergies can partake in the fun.
Another way teal has been used is part of an organizational paradigm. According to Belgian author, Frederic Laloux, organizations can be categorized by color. This is completely unrelated to a company’s logo, though in EXIT’s case it works, and goes far deeper than that.
In his book Reinventing Organizations, Laloux describes the evolution in organizations, categorizing them with a color system, starting with red and ending with teal. These organizations differ in how their operations run and what is considered to be their main goal or focus over time.
The first stage is red, organizations led by one main leader who has all the power. Amber, orange, and green fall in the middle and represent organizations that all have a triangular hierarchy of order in common. In the amber paradigm, most decisions are made at the top while the lower level follows, such as in the military and governmental organizations. Orange is like amber but shifts control throughout the organization with the addition of departments to help delegate tasks. Orange organizations like Nike and Coca Cola® are considered more innovative, and this style of operation is still very common within the business world today. Green organizations have more of an egalitarian management system, so each position is important and there’s a focus on empowering employees. Ben & Jerry’s® and Southwest Airlines® are a couple of examples Laloux lists.
The fifth and final organizational paradigm is teal, where hierarchy is replaced by self-managing groups. Instead of only seeing executives as those of highest importance, these organizations realize that certain situations call for different types of intelligence to find solutions. They believe in potential and adaptation, so they grow and change as the world around them does. Wholeness is another important part of the teal equation. These organizations believe in the power and potential of the employee as a whole, not just professionally. Many organizations that fall under this category are considered radical – especially businesses – because money and the bottom line aren’t the main focus.
EXIT Realty Corp. International was teal before it was trendy, established with many of the teal ideals that Laloux describes. For over 20 years, EXIT Realty has continually grown its people-centric business culture, thriving as a company known to be built on human potential, the power of connection, and a holistic journey.
