Let’s continue the topic of Spiral Dynamics. Just like individuals, companies go through different stages of development. Understanding these levels helps you recognize where your organization stands, what values drive its employees, and how processes are structured.
Beige Level — Survival. Companies at this stage are just starting out and struggling to survive in a competitive environment. Every day is a battle for resources and clients. There’s chaos, and employees are mainly focused on fulfilling basic tasks. Management is often spontaneous, and long-term strategies rarely exist. The main goal here is to stay afloat.
Purple Level — Team spirit and tradition. At this level, the emphasis is on unity within the team and following established traditions. Employees value stability and security, showing loyalty to leadership and colleagues. Decision-making often relies on “tried and true” methods. This is when collective identity is crucial, and corporate culture is built on trust and cohesion.
Red Level — Authoritarian management. Companies at this stage make decisions quickly and with a firm hand, with power concentrated in the hands of one person or a small group. Strength, influence, and control are key. Employees usually follow strict instructions and have little say in decision-making. This creates discipline, but can also stifle initiative. The company’s culture often revolves around respect for authority and a desire to avoid punishment.
Blue Level — Bureaucracy and stability. These companies focus on structure, rules, and following instructions. Work is organized through strong hierarchies, with each employee playing a clearly defined role. This ensures stability and predictability in operations but can hinder innovation and flexibility. Employees value order, but without a creative approach, these companies may miss growth opportunities.
Orange Level — Achievement and success. Companies at this level are driven by growth, innovation, and results. Employees are motivated by ambition, competition, and the desire to achieve. Individual contributions and accomplishments are highly valued. These companies actively adopt new technologies and processes to outpace their competitors. However, focusing too much on success at any cost can lead to stress and burnout among employees.
Green Level — Collaboration and caring for people. Such companies emphasize corporate culture, mutual support, and involving employees in decision-making. Collective values, respect, and support are the foundation of their interactions. Work-life balance and the emotional well-being of employees are prioritized. However, an excessive focus on consensus and avoiding conflict can slow down strategic decisions.
Yellow Level — Flexibility and systemic thinking. These companies have a holistic view of the world, seeking innovative solutions and creative approaches. Organizations at this level aim to integrate different perspectives and experiences to find optimal solutions. There are fewer formal hierarchies, and employees have more autonomy. At this stage, innovation and continuous development drive the company forward.
Turquoise Level — Global mission and sustainability. Companies at this stage not only seek financial stability but also strive to have a positive impact on society and the environment. Employees feel part of something bigger, and their work is aimed at improving the world. Turquoise organizations set long-term goals and are committed to sustainable development.
It’s common to find a mismatch between the level of the employee and the company. What to do in such cases?
This can lead to misunderstandings, stress, and conflict. For example, if a person seeks innovation and freedom (Orange Level), but the company strictly adheres to rules (Blue Level), it can hinder personal growth and cause frustration. The employee feels their values and aspirations aren’t reflected in the corporate culture. It’s essential to recognize this gap and decide whether to adapt or find a company that aligns more closely with your values.
It’s essential to recognize this gap and decide whether to adapt or find a company that aligns more closely with your values.