Organisational symbiosis

The natural world offers us beautiful insights into the power of interconnectedness. As a DEIB (Diversity, Equity, Inclusion, and Belonging) specialist, I tend to see parallels between the dynamics of our ecosystems and human organisations. A thriving ecosystem balances the needs of its species with the health of the collective environment. Now let’s break down the components of organisational symbiosis:

Mutualism: Mutualism in organisations looks like partnerships and collaborations that benefit everyone involved. For example, mentorship programmes allow experienced employees to guide others, sharing wisdom while honing their leadership skills and learning from their peers. Another example is cross-functional teams where departments with differing expertise work together to solve problems and innovate. This dynamic fosters a culture of reciprocity and continuous growth.

Commensalism: Sometimes, the value exchange is indirect, yet still impactful. Think of an organisation that invests in employee wellbeing—providing mental health resources, flexible work arrangements, or safe spaces for cultural expression. These initiatives may not yield immediate returns for the employer, but they create an environment where employees feel valued and supported, leading to long-term loyalty and engagement.

Parasitism: Not all organisational dynamics are symbiotic. Toxic behaviours like micromanagement, exploitation, or lack of transparency can create parasitic relationships. These dynamics erode trust and well-being, causing disengagement and turnover. Recognising and addressing these harmful patterns is critical to fostering true symbiosis.

A symbiotic organisation may sound utopian. After all, organisations are composed of humans—imperfect, fallible, and diverse in needs and motivations. Conflicts and imbalances are inevitable. However, just as ecosystems evolve to find equilibrium, organisations can too.

Organisational symbiosis is not about perfection; it’s about striving for balance. It’s about creating systems and cultures that prioritise adaptability, equity, and mutual respect. By fostering alignment between individual goals and collective outcomes, we can create workplaces that are as dynamic and resilient as nature itself.

The path forward

Reframe success

Shift the organisational mindset from competition to collaboration. Success should not be measured solely by profits or productivity but by the health of relationships, the inclusivity of systems, and the sustainability of practices. This broader perspective aligns individual actions with organisational and societal goals.

Invest in DEIB

Diversity, equity, inclusion, and belonging are foundational to organisational symbiosis. By embracing diverse perspectives and creating equitable opportunities, organisations tap into the richness of human potential. Employees who feel they belong are more likely to engage fully and contribute meaningfully.

Cultivate psychological safety

A symbiotic organisation thrives on trust. Psychological safety—the belief that one can speak up, make mistakes, and take risks without fear of punishment—is a cornerstone of healthy ecosystems. Leaders must model vulnerability and encourage open dialogue.

Embrace systems thinking

Adopt a holistic perspective that considers the ripple effects of every decision. Just as an ecosystem’s health depends on the balance of its parts, an organisation’s vitality relies on understanding how policies, practices, and culture interact. Indigenous leadership models, such as those practised by the Maori in New Zealand, emphasise intergenerational thinking. Decisions are made with consideration for their impact on seven future generations, a principle organisations can adopt to ensure long-term sustainability.

Commit to continuous evolution

Symbiosis is not a destination; it’s a state. Organisations must remain adaptable, learning from successes and setbacks alike. Regularly assess systems and dynamics to ensure they align with the evolving needs of employees, customers, and society. Symbiosis equals constant change as no ecosystem remains the same. Our systems are like rivers, they are forever moving and their flow, power and size affect all ecosystems around them, while our system is in turn affected by all of these ecosystems.

The heart of organisational symbiosis

Creating a symbiotic organisation is not just a professional challenge; it is a natural one. It calls on us to see our workplaces as living systems, where every person matters and every interaction shapes the whole. By prioritising connection, equity, and shared purpose, we can build organisations that not only perform but thrive—ecosystems of innovation, belonging, and resilience.

So, the question isn’t whether organisational symbiosis is possible. The question is: Are we willing to do the work to nurture it? If we are, the rewards extend far beyond the workplace—transforming how we relate to one another and the world around us.

The gardener and the baker may live in a metaphor, but the principles they represent are real. It’s up to us to plant the seeds of symbiosis in our organisations and tend to them with care.