From Hierarchy to AEquacy

AEquacy is a human-centered, hierarchy-free organizational design and operating system that changes the paradigm of the traditional, hierarchical organization and paves the way to greater innovation, collaboration and performance.

AEquacy provides organizations
with a comprehensive self-organizing platform

New, Revolutionary Organization Design

The organizational structure of AEquacy is based on a radial network of coordinated, hierarchy-free, self-organizing teams. The elements of the structure keep the system in balance while unleashing the true potential of teams and individuals.

Framework of Operating Principles

Enabling Context, Supporting Values, Smart Systems and Individual and Team Mastery are the four areas whose elements need to be in place for a successful implementation of (or transition to) this new operating system.

Implementation
Model

We provide an Implementation Model to effectively adopt AEquacy in four steps, for both new companies or existing ones willing to move to a more efficient, fast, performing, and innovative organization.

Discover the Organizational Design of the future, a company with no bosses and no hierarchical structure.

Start here your company’s journey to increase:
R

Speed

R

Performance

R

Collaboration

R

Innovation

AEquacy – The New Human Centered Organizational Design to Thrive in a Complex World.

An important contribution to our understanding of the structural changes necessary to promote
organizational collaboration and innovation. Highly recommended.

Michael J. Gelb
(Author of How to Think Like Leonardo da Vinci and Innovate Like Edison)

Download the first chapter FOR FREE

    Name and Surname


    Your email


    Discover the Organizational Design of the future, a company with no bosses and no Hierarchical Structure.

    Start here your company’s journey to increase:
    R

    Speed

    R

    Performance

    R

    Collaboration

    R

    Innovation

    AEquacy – The New Human Centered Organizational Design to Thrive in a Complex World.

    Download the first chapter FOR FREE

      Name and Surname


      Your email


      An important contribution to our understanding of the structural changes necessary to promote
      organizational collaboration and innovation. Highly recommended.

      Michael J. Gelb
      (Author of How to Think Like Leonardo da Vinci and Innovate Like Edison)

      The limits of hierarchy

      Research shows that hierarchical structures generate and reinforce bureaucracy, silos, lack of collaboration, risk-aversion, disengagement, slow and ineffective decision-making. Change efforts fail or do not reach their full potential because they are implemented in the same outdated and limiting hierarchical paradigm.

      Our insights for a new organizational design

      The central idea stemming from our research findings is that only hierarchy-free, self-governing organizations are in the best condition to foster innovation, boost performance and expand people’s potential; and that a good portion of both top executives and employees are ready for the shift.

      Our insights for a new organizational design

      The central idea stemming from our research findings is that only hierarchy-free, self-governing organizations are in the best condition to foster innovation, boost performance and expand people’s potential; and that a good portion of both top executives and employees are ready for the shift.

      Self-organization works

      Existing studies and numerous case histories highlight that self-governance improves financial performance, beneficial risk-taking, customer satisfaction, employee loyalty.

      • Subordination
      • Leadership
      • Control
      • Bureaucracy
      • Silos
      • Information hoarding
      • Top-down strategic decision-making
      • Job titles
      • Performance reviews
      • Cycle of yearly strategy-implementation
      • Managers supervise and lead teams
      • Focus on customers
      • Equality
      • Partnership
      • Trust
      • Radically simplified systems and processes
      • Inter- and intra-team Collaboration
      • Transparency
      • Decision-making everywhere
      • Dynamic roles and responsibilities
      • Peer feedback loops
      • Iterative prototyping
      • Teams self-organize
      • Focus on all stakeholders

      SUBORDINATION

      Equality

      CONTROL

      Trust

      MANAGE SUPERVISE TEAMS

      Teams self-organize

      BUREAUCRACY

      Radically simplified processes

      SILOS

      Collaboration

      Benefits Of AEquacy

      Speed

      Teams respond to market opportunities and issues rapidly, because they don’t need to wait the line of command for taking actions; Peer pressure and adherence to the organizational Purpose and Values are the compass for decision-making.

      Agility

      Systems are made radically simple and members of the organizations are trusted to act in the best interest of the organization.

      Performance

      Financial and operational performance are potentially maximized through a self-balancing system that leverages the potential of each single team.

      Collaboration

      Teams spontaneously collaborate in the absence of department boundaries.

      Innovation

      When hierarchical control mechanisms are replaced by peer coordination, each person feels an invitation to be creative and find breakthrough solutions to problems.

      Take a look at the next AEquacy events

      The AEquacy Structure

      Click on each element of the organizational structure
      to discover all the different teams forming Aequacy

      Each team has financial accountabilities and makes decisions regarding roles, objectives, strategy, metrics and own governance

      The AEquacy Structure

      Each team has a P&L and makes decisions regarding roles, objectives, strategy, metrics and their own governance

      Source Team

      The Source Team is formed by a number of key people and all legal representatives.
      Its function is to support all teams to work effectively. It is the higher form of peer-coordination.

      Operational Team

      The scope of an Operational Team is to serve external clients, directly or indirectly.

      Service Team

      It is created by the Source Team and/or the Coordination Teams depending on the need. It is created by the Source Team and/or the Coordination Teams depending on the need. The scope is supporting and facilitating the work of their internal clients (other teams) as needed.

      Coordination Team

      The scope is to maintain coherence in the projects and activities vis a vis the purpose/values of the organization and the Source Team priorities. It is formed by one representative from each team connected to it and one from the Source Team.

      Project Team

      The scope is to achieve specific, time-bounded objectives.
      It is formed by any other team and it is disbanded when it reaches the expected result.

      DISCOVER THE OPERATING PRINCIPLES
      THAT MAKE AEQUACY WORK!

      WhatsApp chat
      Aequacy Service Team

      Service Team

      It is created by the Source Team and/or the Coordination Teams depending on the need.
      The scope is supporting and facilitating the work of their internal clients (other teams) as needed.
      Aequacy Operational Team

      Operational Team

      The scope of an Operational Team is to serve external clients, directly or indirectly
      Aequacy Project Team

      Project Team

      The scope is to achieve specific, time-bounded objectives.
      It is formed by any other team and it is disbanded when it reaches the expected result.
      Aequacy Coordination Team

      Coordination Team

      The scope is to maintain coherence in the projects and activities vis a vis the purpose/values of the organization and the Source Team priorities.
      It is formed by one representative from each team connected to it and one from the Source Team.
      Aequacy Source Team

      Source Team

      The Source Team is formed by a number of key people and all legal representatives.
      Its function is to support all teams to work effectively.
      It is the higher form of peer-coordination.