Death of the Org Chart

Are You Brave Enough to Build What’s Next?

I recently stumbled upon an article from the Corporate Rebels about a company called Basetis—and it immediately struck me. Their bold, human-centric approach to organizational design fits perfectly with my own vision for the future of business. It’s not theory. It’s already happening. And it’s a model worth paying attention to.

What if your business didn’t need a CEO—or any fixed leadership role at all?

What if leadership flowed through the team, not above it?

What if the structure you’ve trusted for years is actually suffocating innovation, speed, and engagement?

These aren’t abstract questions. They’re being answered—right now—by real organizations with real teams that dared to challenge everything. One of the boldest examples that I read about is Basetis, a Barcelona-based tech company that tore up the traditional playbook, removed the role of the CEO, and rewrote the script on how work should function.

No hierarchy.
No bottlenecks.
No command-and-control.
Just trust, fluid teams, and radical transparency.
The kind of environment where people actually want to show up. Where they contribute not because they have to—but because they want to.

They Killed the CEO. You Could Too.

Basetis didn’t set out to start a revolution. But when bureaucracy began choking their creativity and speed, they acted. They didn’t hold a consulting session. They didn’t adopt a shiny new framework. They removed what didn’t work.

The CEO? Gone.

Layers of management? Gone.

In their place: elected advisors, dynamic project teams, and self-organizing systems. Teams now decide how they work, who they work with, and how they hold each other accountable. The result?

Faster decisions. Deeper engagement. And a culture built on real trust—not performance reviews.

This isn’t about anarchy. It’s about intelligent, intentional design.

It’s about rethinking the purpose of leadership altogether.

Basetis didn’t collapse. They thrived. And they’re not alone.

The DAO Mindset: Why Traditional Companies Are Already Obsolete

Let’s be blunt: top-down organizations are becoming fossils. The pace of change is too fast. The workforce is too aware. And the next generation of talent simply won’t tolerate outdated control structures.

Enter DAOs—Decentralized Autonomous Organizations.

A DAO is a collective, digital-first organization where rules and decisions are encoded in smart contracts, allowing participants to collaborate and govern without centralized control. No more smoke-filled boardrooms. No more ivory towers. Just transparent, participatory systems that scale trust, not control.

I am currently writing my next book, where I outline how any business—yes, even yours—can adopt DAO principles to future-proof its design:

• Power is distributed, not hoarded.
• Decisions are collaborative, not dictated.
• Ownership is stewarded, not exploited.
• Feedback is integrated, not ignored.
• Accountability is peer-driven, not top-down.

DAOs aren’t just for crypto bros and tech utopians. They represent a profound shift in how we organize ourselves—and the work that matters. You don’t need a blockchain. You need a shift in mindset.

The Blueprint for Scaling Without Losing Your Soul

Let’s address the elephant in the room: “This might work for startups or creative agencies, but not for larger businesses.”

Wrong.

OC16, based on the Human Design system, offers a breakthrough model for scaling fluid, decentralized systems. It decodes how leadership, communication, and decision-making energy moves through large groups—and how to harness it instead of suppress it.

For example, it can reveal:

• Why certain team members struggle in roles that don’t match their energetic strengths.
• How influence flows naturally (and where it gets blocked).
• Where to place roles to enhance collaboration rather than create silos.
• How to avoid over-relying on one “leader” and instead let leadership emerge where it’s most potent.

Imagine building not just teams—but ecosystems—based on resonance and human alignment. No more forcing square pegs into round org charts.

You build living systems, not lifeless hierarchies.

What does this new paradigm look like in action?

• No CEO. No static roles. No command chain.
• Teams assemble organically—driven by purpose, not departments.
• Support functions (like HR and Finance) act as responsive service providers, not enforcers.
• Salaries are peer-reviewed and transparent—removing jealousy and secrecy.
• Ownership evolves—moving from founders to stewards to the collective.
• Projects adapt in real time, not through six-month strategy cycles.

This isn’t sci-fi. It’s already happening.

Basetis is now exploring how to dissolve traditional ownership. “I still have power as the owner,” founder Marc Castells admitted, “and that’s something we’re learning about. The next step is to kill the owner.”

This isn’t about ego death. It’s about liberation—from old systems that no longer serve the future.

This Is Your Wake-Up Call

If you’re a founder, leader, or decision-maker, it’s time to get brutally honest:

• Are you building for the future—or desperately maintaining a model that’s quietly failing?
• You don’t need a ten-year roadmap. You need to stop asking permission and start redesigning now.
• You don’t need perfect answers. You need courageous questions.
• You don’t need to copy Basetis or implement DAOs overnight. You need to create the conditions where trust, autonomy, and alignment can thrive.
• You don’t need more control. You need more flow.
• You don’t need to scale complexity. You need to simplify with intelligence.
• You don’t need a consultant. You need a partner.

Let’s Talk—If You’re Ready

Book a free strategy call. We’ll explore what your organization could look like when it’s built on flow instead of fear—on trust instead of titles.

We’ll look at your unique structure, your team dynamics, your leadership energy. Together, we’ll uncover what’s no longer serving you—and what kind of future you could design instead.

This isn’t about trends. This is about building organizations that actually work—for humans, not just for balance sheets.

If any part of this stirred something in you—don’t sit on it. Don’t wait for approval. Reach out. Because transformation doesn’t begin in a boardroom. It begins with a conversation.