What if your organization’s real issue was the
Hierarchical Structure?
Discover the Organizational Design of the future, a company with no bosses and no hierarchical structure.
Start here your company’s journey to increase:
Speed
Performance
Collaboration
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
What if your organization’s real issue was the
Hierarchical Structure?
Discover the Organizational Design of the future, a company with no bosses and no Hierarchical Structure.
Start here your company’s journey to increase:
Speed
Performance
Collaboration
Innovation
AEquacy – The New Human Centered Organizational Design to Thrive in a Complex World.
Download the first chapter FOR FREE
“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)
Regardless of the industry, size or geographical position, recent surveys* show that organizational problems are always the same:
- bureaucracy,
- slowness,
- control,
- lack of accountability,
- blame,
- silos,
- lack of innovation,
- distrust.
Top Managers are often convinced that these problems are unique and inherent in the specificity of their company.
Top Management tries to solve these problems in various ways:
- matrix structures,
- flatter structures,
- agile systems,
- lean approaches,
- smart working,
- cultural change.
Only 30% of these change initiatives achieve their full potential.
Top Management tries to solve these problems in various ways:
- matrix structures,
- flatter structures,
- agile systems,
- lean approaches,
- smart working,
- cultural change.
Only 30% of these change initiatives achieve their full potential.
Sooner or later, problems always come back.
Why?
Since 2002 we at Asterys have been dealing with organizational development for large companies in every continent. In 2016 we invested in a quali-quantitative research, interviewing CEOs worldwide and listening to a sample of 800 employees, managers and executives in the USA and Europe.
The results challenge the very concept of Organization
It’s Hierarchy that generates these problems.
The very fact of having someone at the top who can make decisions and someone below that can only implement them, makes it clear that there are two categories of employees and that the one “below” does not deserve trust. As a result, it’s necessary that it is constantly controlled with strict systems and processes. In this way, control, bureaucracy, lack of trust, internal competition, risk aversion, silos are continually fed.
It is Hierarchy that causes change initiatives to fail
When initiatives like Agile, Lean or Smart Working are adopted by hierarchical organizations, these working philosophies become at best only an improvement of the process, without ever achieving their true potential or, in many cases, they fail.
It is Hierarchy that causes change initiatives to fail
When initiatives like Agile, Lean or Smart Working are adopted by hierarchical organizations, these working philosophies become at best only an improvement of the process, without ever achieving their true potential or, in many cases, they fail.
“In the presence of hierarchy, only those practices that are consistent with a hierarchical mindset are adopted“
Is it possible to successfully manage a company by eliminating a system that has dominated every business reality for over a century?
We Believe So
We have developed AEquacy, a revolutionary organizational design.
AEquacy makes it possible to overcome the so far inadequate hierarchical approach, to be more agile in a complex and constantly changing world and to give companies new energy and competitiveness.
AEquacy is based on the principles of autonomy, on the authority of teams and their team members, with participatory coordination and alignment methods, with radically simplified systems, and continuous peer-feedback loops. This model can boost up all companies from corporations to start-ups, from cooperatives toSMEs and perhaps even the public sector.
We have developed AEquacy, a revolutionary organizational design.
AEquacy makes it possible to overcome the so far inadequate hierarchical approach, to be more agile in a complex and constantly changing world and to give companies new energy and competitiveness.
AEquacy is based on the principles of autonomy, on the authority of teams and their team members, with participatory coordination and alignment methods, with radically simplified systems, and continuous peer-feedback loops. This model can boost up all companies from corporations to start-ups, from cooperatives toSMEs and perhaps even the public sector.
Discover the Organizational Design of the future, a company with no bosses and no hierarchical structure.
Start here your company’s journey to increase:
Speed
Performance
Collaboration
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
Discover the Organizational Design of the future, a company with no bosses and no Hierarchical Structure.
Start here your company’s journey to increase:
Speed
Performance
Collaboration
Innovation
AEquacy – The New Human Centered Organizational Design to Thrive in a Complex World.
Download the first chapter FOR FREE
“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)
* Source: Barrett Values Center. Data from 2.463 cultural assessments in 77 countries, 2016
** Link to Research
Press Review
Il Sole 24 Ore
L’Avvenire
Vanity Fair
CRM Web News
REVIEWS
“Finally, a provocative, breakthrough novelty in organizational design predestined to leave a mark in the field of Organizational Development.”
“An important contribution to our understanding of the structural changes necessary to promote
organizational collaboration and innovation. Highly recommended.”
“It’s one of the most innovative books I’ve read lately. Even if one has the possibility to apply the
principles contained in it only in part, it is an indispensable reading.”
“Self-directed and governing organizations have long been imagined but not fully realized because of the inherent problems with imposing structure on existing systems. AEquacy provides the radical yet practical, scalable, and inspirational solution to this problem. The book is well researched, using current interviews with CEOs and thought leaders as well as important studies from qualified researchers. Read and apply this book if you want your organization to emerge from the suffocation caused by hierarchy to the breathing space of an open system with free- flowing ideas, information, and integrated processes. You will discover new capacities, fresh energy, and results beyond your expectations.”
