Expand Your Knowledge with
AEquacy Resources
Books
Articles
& Insight
Videos
FAQs
Books
Discover how your organization can embrace a vibrant, resilient, and high-performing future by moving beyond outdated structures and fostering true collaboration.
Is your organization ready for AEquacy?
Articles & Insight
Unlocking performance through distributed authority →
Rethinking Leadership: Liberating Organizations from Zombie Leadership →
Self-organizing teams →
When the shift to self-organization (or any change effort) don’t work →
The transformational power of the ideas behind AEquacy →
Self-organizing teams: the power of distributed authority →
The systemic patterns of hierarchy →
Hierarchical vs. distributed authority →
Videos
Simona Liguoro - Nespresso Meets AEquacy: Making Self-Governance Work →
Overturning Bureaucracy →
Building Resilience to Crisis →
Making Remote Working Work →
Boosting People Engagement →
Empowering the Workforce →
Fueling Full Accountability and Entrepreneurial Spirit →
FAQs
What is AEquacy?
AEquacy is a hierarchy-free organizational design based on self-organizing, peer- coordinated teams. It aims to maximize employee potential by advancing autonomy, collaboration, and alignment with a shared purpose and values.
How does AEquacy differ from traditional management models?
Unlike traditional hierarchical models, AEquacy eliminates top-down authority. Decision- making is decentralized, enabling teams and individuals to operate autonomously while maintaining alignment through shared principles and peer accountability.
What are the core principles of AEquacy?
The five principles of AEquacy are:
- Purpose and Value-Driven
- Self-Organization
- Equality
- Transparency
- Adaptability
Can AEquacy work for both small and large organizations?
Yes, AEquacy is scalable and has been successfully implemented in organizations of various sizes, from small teams to multinational corporations like Nespresso Italiana.
What are the benefits of adopting AEquacy?
AEquacy enhances employee engagement, stimulate innovation, improves accountability, and builds a resilient and agile organization. It addresses systemic inefficiencies present in hierarchical models, creating a more collaborative and empowering work environment.
What challenges might organizations face when transitioning to AEquacy?
The main challenges include overcoming entrenched hierarchical mindsets, adapting to new levels of accountability, and realigning processes to support decentralized decision- making. However, these challenges can be mitigated through gradual implementation and mindset shifts.
How does AEquacy promote transparency?
Transparency in AEquacy means open access to information for everyone. Teams share updates, decisions, and feedback openly, fostering trust and enabling informed decision- making across the organization.
What role does leadership play in AEquacy?
Leadership in AEquacy shifts from authority to facilitation. Leaders act as coaches and advisors, supporting teams in aligning with the organization’s purpose and values while promoting collaboration and autonomy.
What kind of organizations are best suited for AEquacy?
AEquacy is ideal for organizations seeking to improve adaptability, boost innovation, and empower employees. It works well in dynamic industries where collaboration and responsiveness to change are critical.
How do we start implementing AEquacy in our organization?
Begin by aligning on the shared purpose and values, educating the organization on the principles of self-organization, and gradually transitioning roles and processes to support a peer-coordinated system. Pilot programs, like the one implemented at Nespresso Italiana, can help test and refine the approach.
