Behaviours
What is Constitutional Management®?
Reinvent your organization with Constitutional Management®
Since 2008, we have been experimenting and pushing holacracy to its limits. After having supported more than 150 companies, we encountered limits which led us to increase and evolve holacracy on the one hand (intrinsic limits), and on the other hand, to discover the other disciplines and subjects that it is necessary to integrate into the Holacracy engine to sustainably transform organizations (extrinsic limits).
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A NEW MANAGERIAL REFERENCE
Constituent power
Constitutional Management allows employees to act like entrepreneurs and self-determine their work. This system, which is based on the holacracy engine and is applied by several hundred companies around the world, regulates power to better redistribute it.
Management and Self-management Excellence
Constitutional Management provides an extremely clear framework for the implementation of this new management, established on a body of explicit rules. It is the main lever for moving the organization towards its goal, Self-management, that is to say employees finally able to open “their wings”.
LE SELF-MANAGEMENT
Leadership
Leadership exists in companies but it is not necessarily distributed at all levels. How can we develop everyone’s leadership so that everyone can express their power?
Supporting people towards self-management
Moving towards self-management is a difficult path for the employee. This requires a radical change in their work environment and requires the person to decide to change their professional identity.
THEY PRACTICE CONSTITUTIONAL MANAGEMENT®
Conditions
Conditions for successful implementation of Constitutional Management
01
Work with the person Source
The first condition for success is that the Source person carries the project. It is she who must be at the origin and drive the energy of transformation.
02
The creation of values
The goal is to free expertise from anything that may prevent the expression of the company’s creation of values. This objective is possible provided that management is reviewed because today authority is held by managers.
03
The reason for change
The goal is to free expertise from anything that may prevent the expression of the company’s creation of values. This objective is possible provided that management is reviewed because today authority is held by managers.
04
The bet of trust
Who says self-management says confidence. And who says confidence says belief in a fundamentally good man. This is one of the prerequisites for the company’s journey towards self-management.
05
Limiting beliefs
In businesses, there are many limiting and unconscious beliefs. These beliefs can harm the transformation, it is therefore necessary to clarify and address them.
6 Territories transformation
6 Territories transformation
If we represent an organization systemically, there are two levels: what is visible and what we do not see. The invisible is more powerful than the visible as we have seen with limiting beliefs. There are also three systems: individual, collective and company.
LIVING ORGANISM
Living organism
Constitutional Management offers a living organizational structure, in holarchy: roles which come together to make circles which come together into other circles, etc. to form the body of the company, the holarchic structure, all aligned with the evolutionary reason for being.
Evolutionary system
You can think of a business as a living organism, made up of autonomous cells (people) that work together in service of a mission. Companies, like biological organisms, strive to survive, but most of the time do not imagine that their evolution can increase their capacity for survival.
Frequently Asked Questions
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What is the difference between holacracy and Constitutional Management®?
Holacracy is a fixed meta-constitution for any type of organization, not easily allowing adaptation to legal reality, culture or human reality. Furthermore, holacracy is limited to the visible structure of the organization, its governance. Constitutional Management, for its part, deals with the 6 territories necessary for a profound transformation: those linked to the organization, to individuals and to the collective, on the visible and invisible level, and goes through the creation of a managerial framework (a constitution) specific to each organization.
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What is the main objective of Constitutional Management®?
Many reasons can lead an organization to adopt constitutional management, for example the desire to avoid micro-management or hierarchical cumbersomeness, make its organization more agile and innovative, adapt sustainably in the face of very strong growth or even allow the transmission of his business, perpetuating it beyond his own person. However, the main objective of constitutional management remains to move from hierarchical power with an oral tradition, to constitutional power which empowers employees and gives the company the capacity to change as quickly as change.
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When was Constitutional Management® created?
The term “Constitutional Management” was formalized by Bernard Marie Chiquet in 2019 during an assessment of his work on transforming organizations, and has been taken up and developed numerous times, notably through his publications on Harvard Business Review and Forbes, as well as that his book, “Constitutional Management: From holacracy to managerial excellence or how to disrupt your organization” will be published soon. The approach is pushed forward in 2022 by Louis Chiquet, his son, who resumes his work following his death.
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How to implement constitutional management?
The implementation of constitutional management requires specific settings for each organization. Work on the prerequisites before any transformation is essential, in particular to identify the three-pronged Rationale of the change, the risks and blind spots of the project, ensure the support of employees and clarify the specifications of the project. intervention. Then, the work of drafting the constitution centered on the uniqueness of the organization can begin, and be done through an iterative and incremental process, tool by tool.
