Is Your Boss 'Out of Order?' What Systemic Thinking Reveals About Hierarchy
- Shruti Gondhale
- Mar 18
- 3 min read
Updated: Mar 22
Have you ever felt that something is just 'off' at your workplace? Maybe decisions don’t seem to flow smoothly, conflicts arise frequently, or employees feel unheard and unmotivated. If so, systemic thinking—particularly from the lens of Organizational Constellations—may offer surprising insights into why your workplace feels disorganized and tense.
Understanding Systemic Order
In every organization, there is an invisible structure—a hidden order—that influences the way people interact, work, and succeed. This order is not just about job titles or reporting structures; it’s about a deeper, systemic hierarchy that, when disrupted, leads to dysfunction. Bert Hellinger, the founder of Systemic Constellation work, identified three key principles that apply to both family and organizational systems:
Order of Belonging – Everyone in an organization has a rightful place, from the founder to the newest employee. Exclusion or dismissal without proper acknowledgment creates systemic imbalance.
Order of Time & Hierarchy – Those who came first (earlier employees, founders, or experienced leaders) hold a natural precedence over those who come later. When this order is ignored—such as when a newcomer disregards the contributions of a long-time employee—conflicts arise.
Balance of Exchange – A fair give-and-take is essential in any organization. When an employee gives too much without acknowledgment or fair compensation, resentment builds. Similarly, when a leader takes too much without reciprocation, the system becomes unstable.
Is Your Boss 'Out of Order'?
Now, let’s apply this understanding to your workplace. A boss or leader being 'out of order' doesn’t necessarily mean they are bad at their job. Rather, it means they might be unconsciously disrupting the natural flow of the organization. Here are some signs that a leader may be misaligned with systemic order:
They bypass experienced employees and rely too much on newcomers for key decisions.
They fail to acknowledge past contributions, leading to instability and resentment.
There is an imbalance in give-and-take, with employees giving too much and receiving little in return.
Roles and responsibilities are unclear, causing confusion and inefficiency in the workplace.
How Can Systemic Thinking Help?
Recognizing systemic imbalances is the first step to healing them. Here’s how organizations can realign with systemic principles:
Honoring the Past – Acknowledge the contributions of former leaders, employees, or even past mistakes. When the roots of an organization are respected, the future becomes stronger.
Restoring Proper Hierarchy – Ensure that senior employees and experienced leaders are valued for their contributions. When a new leader takes over, they should recognize the work that came before them rather than dismiss it.
Creating Fair Exchange – Employees should feel that their efforts are met with appreciation, compensation, and opportunities for growth. Leaders should also be open to receiving honest feedback.
Clarifying Roles and Responsibilities – Every individual should have a clear sense of their place in the organization. This reduces conflict and enhances teamwork.
A Healthy Workplace Starts with Systemic Awareness
When systemic order is restored, workplaces become more productive, harmonious, and resilient. Employees feel a sense of belonging, leaders inspire rather than control, and the organization thrives as a whole.
So, take a moment to reflect—does your workplace feel ‘in order,’ or is something misaligned? Systemic thinking doesn’t just help organizations function better; it creates environments where people feel valued, connected, and truly able to contribute their best.
If this resonates with you, consider exploring Organizational Constellations further. Sometimes, the key to workplace harmony is not found in management strategies but in understanding and honoring the invisible forces that shape every organization.
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