When a Company Has a Hidden Loyalty to Failure

Marius SUP Constellations

There are moments when an organization seems to sabotage its own success.Despite good strategies, talented teams, and external support, results collapse in patterns that no one fully understands.It’s as if the company has a hidden loyalty to failure.

This phenomenon is not about bad leadership, poor execution, or lack of motivation.It’s a systemic dynamic an unconscious pattern of belonging and identification that lives inside the organisational field.

The invisible layer of loyalty

In Systemic Organisational Constellations, we often see that teams, departments, or entire companies unconsciously repeat unresolved stories from their founders, earlier leaders, or former systems they once belonged to.

Sometimes a company stays loyal to:

• a failed project that was never properly acknowledged,

• a founder who left under conflict,

• a previous generation that sacrificed too much,

• or an unspoken belief that “success means betrayal.”

This is what we call a hidden systemic loyalty the energetic bond that keeps an organisation connected to the past, even when it wants to move forward.

How loyalty shapes behaviour

From the outside, this loyalty looks like:

• recurring patterns of loss right before success,

• teams that resist innovation,

• leaders who overcompensate or self-sabotage,

• or a subtle atmosphere of “we must struggle to belong.”

  
  

In Systemic Business Constellations and Systemic Coaching, we don’t treat these as “mindset” issues.We treat them as systemic entanglements places where energy, belonging, and order are out of alignment.

Through a Constellations Organisational Training or a Systemic Team Coaching session, these dynamics can be seen, named, and released.

Recognising the hidden loyalty

A company that holds a hidden loyalty to failure often shows paradoxes like:

• “We grow, but never profit.”

• “We innovate, but nothing lands.”

• “People work hard, yet no one feels fulfilled.”

The systemic field remembers everything.Even unspoken emotions fear, guilt, grief, or unresolved endings become part of the organisational structure.When something or someone is excluded from the system, the system finds a way to include it again often through failure or repetition.

This is why systemic practitioners say:

“The system is loyal to everything that belongs — even to what has been forgotten.”

The moment of systemic clarity

In a Systemic Organisational Constellation Workshop, when the hidden dynamic becomes visible, something profound happens.The team sees that the failure was not personal — it was systemic.The pressure, guilt, or confusion dissolves, and a new movement emerges:one toward balance, belonging, and flow.

This is the essence of Organisational System Change — not just fixing structures, but restoring right order and inclusion.

When the system is seen, the system can relax.

From loyalty to freedom

Once the hidden loyalty is acknowledged, a company can:

• integrate the excluded part of its history,

• honour the efforts of those who came before,

• and consciously choose a new movement toward success.

The result is a tangible shift:

• Team alignment through systemic work

• Restored organisational flow and structure

• Leadership development that comes from clarity, not control

This is where Systemic Leadership Development truly begins — from a place of inner alignment and connection to the larger system.

The role of the facilitator

A Systemic Organisational Constellations Facilitator doesn’t fix or analyse — they reveal.Their role is to help the field speak, so that what was unconscious can become visible.

Through Organisational Constellations Consulting or Facilitator Training, leaders learn to read these dynamics intuitively and to guide transformation with precision and respect.

As Bert Hellinger said:

“When order is restored, love and success can flow again.”

A new movement

When a company releases its hidden loyalty to failure, it no longer needs to repeat the past to belong.The organisation becomes a living system in flow.

Employees feel aligned.Decisions are cleaner.Growth feels natural.

That is the purpose of Systemic Thinking in organisations to help life move again where it was once stuck.

Join the systemic field

If you feel called to explore Organisational Constellations, Systemic Business Work, or Relational System Dynamics,I invite you to join our private community on Skool — a space for leaders, facilitators, and professionals who work with systems, consciousness, and transformation.

👉 Join here: https://www.skool.com/marius-sup-constellations-1480

A space to see, to feel, and to move differently.

Marius SUP Books