The concept of a liberated company was born in the late 1980s. It has experienced a massive resurgence in recent years thanks to the book L’Entreprise liberee by Isaac Getz. To many people, the definition of a liberated company is a mode of work organization that is vague.
Liberation company definition is building a company on a set of fundamental principles and consensus. It is about teamwork, each employee is equally important, and they take part in creating value. Unlike traditional companies that are customer-centric, liberating a company is all about being employee-centric. Simply put, it is an enterprise for Men by Men. Corporate liberation entails rethinking the hierarchy, whereby the good manager or the leader no longer makes the decisions, but it is up to each employee. This concept involves an organizational form where employees are responsible for their actions. To ensure this added value is produced in a sustainable manner, innovation management is essential for developing skills. Diversity in the workplace is common and it requires a great deal of neuromanagement from the leader.
This new organizational area induces a fundamental change of mentality. It mixes managerial practice such as HR trends, well-being at work, fulfillment, humility or collective intelligence. It is more than a simple concept, and it is a state of mind. It is a method of thinking about the business world where agile project management focuses on performance and efficiency.
Difference between holacracy and liberated
Holacracy entails a redistribution of powers which fundamentally transform how a company operates. Each employee is assigned roles, and there is no need for a manager since each employee has their free areas of authority. Holacracy has its numerous benefits, including increased and voluntary commitment of employees in their professional life. There is no individual or collective support that the manager no longer directs. This philosophy implies working with employees ready to invest in having more responsibilities and managers ready to give up their old management. This new management model eliminates the stakes of power. The company gains its freedom, and all the political games such as toxic managers that potentially hamper its dynamism are eliminated.
To sum things up, a liberated enterprise is a state of mind and business concept where employees are not locked into following processes, and they promote female leadership The result is two-fold: they will be committed to delivering the organization’s strategic vision and enjoy enough autonomy to innovate and structure themselves in the best way for them. It results in the company being more agile and efficient by using frugal innovation Whereas holacracy is an organizational strategy and method. Holacracy and a liberated society can come into practice in a strong corporate culture.
Why is the liberated company more and more attractive?
Management trends in companies are forcing companies to adapt to the current environment of diversity and inclusion. This translates to economic success, increasing turnover, and optimum attractiveness of talent. More employees of large companies with classic management styles are turning to independent activities such as entrepreneurship or smaller structures searching for freedom and better quality of life at work. As part of the response, liberated companies meet employees’ expectations by incorporating workplace diversity and using performance management to achieve success.
What is the manager’s place in all of this?
From manager to leader
Managing remote employees is one thing but changing the business paradigm is daring and surprising. Liberating a company involves freeing it from a type of management that hasn’t worked and evolved towards management 3.0, towards management leadership. This approach places people at the center of added value.
A good leader should have the confidence in each person to have the best solutions for themselves to the problems encountered, which will foster involvement, commitment, and co-responsibility. The conviction displayed at the end is financial success, a strong probability of sustainability, and quality of life in the company. For this to take place, it requires a participatory type of leadership.
Managers will be transformed into leaders and facilitators. That is, they will be part of the team, but they will no longer decide. The leader manager will be one of the links in the group, but he will lose his hierarchical status. The team will then define the governance that the company will be dealt with. This will help the leader become the facilitator of the team since they will know the workings of the organization and the company’s vision. In this day and age of digital culture, it will help promote team spirit through collaborative management, making employees team members and partners with a steady stream of decisions to be made.
This new matrix management seems to have positive virtues and it requires a space of 1 to 3 years. Also, it needs real support from one or more professional coach consultants to be fully operational. The path that leads to liberation is not ‘found’ but ‘created”. With each ‘release’ following this leadership model, some managers will not accept this decision and will end up leaving the company.
Coaching to support this transformation
It is essential to support your employees to help them take their new place and move from the traditional company to the liberated company. Dare them to be responsible. Your goal? Supporting teams to be more autonomous, even if it means creating smaller units on a human scale. Also, co-managing their units with governance to be defined with the former manager who has become their leader. For this transformation to become successful, it is vital to consider diversity management that will consider the needs of each employee in the company. Supporting the manager who has become a leader is essential to help him find his new managerial posture and let go. Also, it is critical to support the CEO of the company, the one who decided to take a big liberating leap, to help him become a facilitator leader and an example to follow.
As appealing as this new model is, it requires professional coaching. The CoachHub coaches is an innovative start-up in distance training and support and are there just for that. To date, with a team of more than 200 professional coaches, all certified by one of the three coaching federations (ICF, SFC, or EMCC), CoachHub is involved in managerial renewal. Our coaches can support the transition to modern management thanks to new managerial practices, even for those in remote management. The liberated company provides a solution to respond to the complex world which entered in the last decade.