Systemic and Family Constellation in Organizational Management: Evidence and Challenges from an Integrative Literature Review

Systemic and Family Constellation in Organizational Management: Evidence and Challenges from an Integrative Literature Review

Vanêssa Emanuela Marques de Paula., Joyce da Cruz Ferraz Dutra., Vasco Ariston de Carvalho Azevedo

Instituto de Ciências Biológicas (ICB) – Universidade Federal de Minas Gerais (UFMG)

DOI: https://dx.doi.org/10.47772/IJRISS.2025.907000332

Received: 10 July 2025; Accepted: 18 July 2025; Published: 16 August 2025

ABSTRACT 

This article presents the results of an integrative literature review on applying Systemic and Family Constellation (SFC) as a strategy for management, innovation, and organizational development. The review was conducted based on the PRISMA protocol, using the PICO method to formulate the research question and eligibility criteria, covering six scientific databases. Twenty-eight articles were selected, of which 23 address SFC and 5 address Organizational Systemic Constellation. Data extraction and analysis were supported by artificial intelligence tools, which provided greater precision in the screening, categorizing, and interpreting findings. The results indicate that SFC contributes to conflict resolution, strengthening leadership, promoting empathy, improving internal communication, productivity, and innovation. Although promising, the approach faces challenges such as the lack of robust empirical studies, cultural resistance in traditional organizations, and the need for qualified training of facilitators. It is concluded that CSF, when applied ethically and strategically, represents an innovative practice for organizations seeking to combine performance and human well-being.

Keywords: Systemic and Family Constellation, Systemic Management, Organizational Development, Innovation, Integrative Review.

INTRODUCTION

Family and Systemic Constellations (FSC), developed by Bert Hellinger in the late 1970s, has stood out as an innovative therapeutic and diagnostic approach, with growing recognition in various social and professional contexts. Initially focused on the field of family therapies, FSC has evolved to encompass multiple relational systems, including organizational, legal, educational, and public health contexts. Its strength lies in its ability to access and resignify hidden relational patterns that influence human behavior and interpersonal bonds.

Based on the systemic principles of belonging, hierarchy, and balance – referred to by Hellinger as Orders of Love – FSC makes visible dysfunctional patterns that operate unconsciously in human bonds. Recognizing and reorganizing these dynamics promotes greater balance and harmony in family or institutional systems (HELLINGER, 2001a; WELFORD, 2019). Phenomenology as a method of observation and intervention provides a non-interpretative perspective, focused on what is revealed in the relational field.

In the organizational environment, the application of CSF has gained prominence for its effectiveness in resolving conflicts, strengthening leadership, improving internal communication, and increasing productivity. Contemporary organizations face complex challenges related to internal culture, team engagement, and decision-making processes, which demand integrative approaches sensitive to human dynamics (SCHOLTENS et al., 2021; PERAZZOLI et al., 2022). In this context, CSF is a complementary strategy to traditional management, promoting solutions that value listening, empathy, and systemic inclusion.

Despite its growing adoption, CSF still faces challenges regarding scientific validation and acceptance in more traditional corporate environments. However, studies and systematic reviews have strengthened its credibility, consolidating an empirical basis supporting its therapeutic and organizational benefits (FIDYK, 2016; NIKOLIĆ et al., 2022). This theoretical and methodological expansion justifies the importance of deepening its foundation and understanding the conceptual bases that structure its performance, especially in the organizational context.

Theoretical Framework

Family and Systemic Constellation (FSC) is an interdisciplinary approach that integrates therapeutic, philosophical, and systemic foundations. Created by Bert Hellinger, FSC combines psychology, phenomenology, systems theory, and various clinical practices to treat human relationships. Its focus lies in understanding the unconscious dynamics in family and organizational systems, promoting the harmonization of bonds and the release of dysfunctional patterns that span generations.

Psychodrama, developed by Jacob Levy Moreno, directly influences the practice of FSC, especially in using dramatization and symbolic representation as intervention instruments. This connection is evidenced in the studies analyzed that highlight the effectiveness of FSC in allowing the visualization of hidden dynamics and access to deep emotional content, central elements in psychodrama (NERY; HOLANDA, 2016).

Virginia Satir, a pioneer in family therapy, contributed techniques for sculpting and reconstructing families, which inspire the spatial movements used in constellations. The physical representation of relationships, observed in the studies in the review, proves to be a powerful tool for identifying conflicts and promoting changes in relational patterns; this is in line with empirical findings on FHC as a promoter of empathy, communication, and strengthening of bonds.

The influence of psychoanalysis, especially in the ideas of the unconscious, transgenerational transmission, and hidden loyalties (FREUD, 1923), was confirmed in several studies that indicate FHC as an effective method for accessing unconscious contents that affect the organizational environment. The notion of “systemic entanglement” corresponds to inherited invisible identification patterns directly impacting institutional culture and professional relationships.

Gestalt therapy, with its valorization of the here and now and self-responsibility, reinforces the phenomenological dimension of FHC. This characteristic is prominent in studies that report transformations obtained through phenomenological listening of the systemic field. The neutrality of the constellator, based on the principles of Husserl’s phenomenology (1913), allows the contents to be revealed without judgment, promoting significant insights.

Bertalanffy’s general systems theory (1968) provides the conceptual foundation for understanding the organization as a living system. Considering organizations as systems composed of multiple interdependent relationships, the review’s findings demonstrate that CSF contributes to resolving conflicts and promoting balance between institutional elements. The principles of belonging, order, and balance — the Orders of Love described by Hellinger — were explicitly cited in studies that used CSF to develop leadership, improve the organizational climate, and stimulate innovation.

Rupert Sheldrake’s theory of morphogenetic fields (1981), although not empirically proven, is used as an explanatory metaphor for the functioning of the systemic fields on which constellations are based. Studies included in the review indicate that participants in CSF sessions, even without prior information, can access significant content related to the represented system, which suggests the action of a collective systemic memory.

These theoretical approaches intertwine and are echoed in the empirical findings of this review, which demonstrated CSF as an effective tool for promoting empathy, resolving conflicts, strengthening bonds, and transforming organizational culture. By integrating psychodrama, family therapy, phenomenology, systems theory, and integrative practices, CSF offers a broader reading of human dynamics in organizations, based on a systemic and relational vision.

Strengthening the connections between the theoretical foundations and the review findings is essential to legitimize CSF as an approach applicable to the organizational field. The studies demonstrated that systemic principles are operational in practice: exclusion dynamics produce imbalances in teams; the lack of hierarchical recognition weakens leadership; and the breakdown in the balance of exchanges generates demotivation and conflicts. These empirical findings directly dialogue with the theoretical proposal of Hellinger and classical systemic authors.

Therefore, the theoretical framework of CSF underpins and supports its application in organizational contexts, especially when combined with rigorous methodologies, such as the use of the PICO method, and technological tools to support analysis, such as artificial intelligence. The conceptual solidity, combined with the practical evidence identified in this review, points to the potential of the approach as a strategic instrument for human development, management, and organizational innovation.

METHOD

The integrative literature review used the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) method (MOHER ET AL., 2009). Studies were searched in the PubMed, Scopus, ISI Web of Science, Cochrane Library, Dimensions, and Embase databases, considering all document types, regardless of publication date or language. Keywords were selected to explore the specific question of this study: “How can Systemic and Family Constellations, by revealing interpersonal dynamics, contribute to organizational management, stimulate innovation, and promote integrated team development?” The search terms and Boolean operators used were: “Individual” OR “Person” OR “Family” OR “Organization” OR “Company” AND “Family Constellation(s)” OR “Systemic Constellation(s)” OR “System Constellation(s)” OR “Family/systemic constellation(s)”, covering document titles, abstracts, and keywords. The last search was conducted on June 24, 2024.

To select the documents, the following inclusion and exclusion criteria were defined, as shown in Table 1 below:

Table 1 – Inclusion and exclusion criteria

Source: Own elaboration (2025)

The complete documents corresponding to the selected records in the databases were downloaded in PDF format and independently evaluated by two researchers (Vanessa and Joyce – peer review). Any discrepancies were resolved by a third researcher (Vasco). The documents were manually reviewed by title and abstract and thoroughly evaluated for inclusion and exclusion criteria.

Twenty-eight Systemic and Family Constellations records were selected for the Integrative Literature Review. They were provided with a DOI, in the form of an Original Article, published in English, regardless of date, and with a classified methodology and fully or partially applicable to the PICO method. Of these 28 articles, we found that 23 were related to Systemic and Family Constellations, while the other 5 were directly linked to Organizational Systemic Constellations.

This review mobilized 43 unique references, including 28 original scientific articles selected based on established methodological criteria and 15 theoretical and methodological sources supporting the approach and procedures adopted. Seven sources were used in the review’s rationale and results.

An artificial intelligence tool called ChatPDF, designed to support the reading and analysis of scientific texts, was used to extract data from the studies included in the review. Although innovative, the tool only assists in the process. The researchers critically analyzed the data extracted from the documents selected for the review, focusing on the research question.

The main control questions used in data extraction addressed the following topics: General methodology; Experimental design; Research gap; Article limitations; Underlying theories, constructs, and variables; Country of origin of the studies; Difficulties in implementing and using the Organizational Systemic Constellation; Ways in which managers use the Organizational Systemic Constellation for Organizational Development; Benefits and risks of the Organizational Systemic Constellation; and Conclusions found in the studies. For data extraction, in addition to focusing directly on the research question, the following specific research themes were considered:

• Impact of FSC on Personal and Professional Relationships
• Systemic and Family Constellations in Organizational Management
• Organizational Development through Systemic and Family Constellations
• Organizational Innovation and Systemic Approaches
• Organizational Productivity and Efficiency
• Conflict Resolution and Systemic and Family Constellations
• Future Trends and Technological Innovations.

After extracting this data, the information was synthesized, and the frequency of information related to the research questions for each theme was identified, resulting in the results graphs.

Next, we extracted the methodologies used in the articles selected for the review. We observed that the studies are concentrated primarily in a few countries, such as Germany and the United States, with contributions from various contexts, including European, Latin American, and Asian countries. The analysis demonstrates geographic diversity in the studies, but also reveals a significant proportion of articles with missing or unclear methodological descriptions.

After analyzing the articles, we classified the types of methodologies used in each article as: Quantitative, Qualitative, Theoretical-Practical/Clinical, Experimental/Quasi-Experimental, Case Study, Mixed Methods, and Unclassified, all as shown in Table 2 – Review Articles and Their Methodologies – Classification, below:

Table 2 – Integrative Literature Review Articles and Their Methodologies – Classification.

Source: Prepared by the author based on the analysis of the methodologies of the studies included in the integrative review.

• To avoid compromising research quality, files with unclassified methodology that did not meet the PICO method were excluded from the search. Thus, 28 articles that met the inclusion criteria were selected.
• The studies were analyzed using their methodologies and classified according to the authors’ descriptions.
• Below, a pie chart illustrates the proportional distribution of the methodologies used in the analyzed studies.

Graph 1: Distribution of Studies by Type of Methodology

Source: Own elaboration (2025)

It is noted that quantitative and experimental/quasi-experimental studies are predominant, followed by theoretical-practical/clinical and qualitative approaches. This methodological diversity reflects the multiplicity of ways in which Family Constellations have been investigated and applied.

Extensive bibliographic research was carried out to theoretically support the investigation, including the analysis of works by Bert Hellinger and other authors who outline the principles and practices of CSF. In addition, peer-reviewed academic articles were consulted, which address the evolution and effectiveness of the technique in different contexts.

All stages of the research followed ethical principles and the responsible use of the data collected.

RESULTS

Prisma Flowchart

Figure 1: Prisma Flowchart describing in detail all stages of document inclusion: selection, screening, and inclusion

• Reason 1: Duplicate documents
• Reason 2: Other reasons
• Reason 3: Documents unrelated to Systemic and Family Constellation
• Reason 4: Documents unavailable for access
• Reason 5: Documents that did not meet the inclusion criteria

The initial selection occurred by searching for keywords in the titles, abstracts, and keywords of the records existing in the six databases selected for the research. This search located 1799 records, including articles, books, book chapters, and others.

567 articles duplicated or triplicated in more than one database, and another 295 for other reasons were removed. 937 records remained for analysis and selection. Of these 937 records, 766 were also removed. After all, they did not refer to the therapeutic approach of Systemic and Family Constellation, and another 5 because they were duplicated or triplicated in the databases. There were 166 records of the Systemic and Family Constellation therapeutic approach left for analysis. However, of these 166 records, 47 documents were unavailable for free reading. Thus, 119 records were considered to analyze the inclusion and exclusion criteria.

Based on the exclusion criteria, we disregarded 91 records that were not related to the Systemic and Family Constellation therapeutic approach and/or that did not have the original article format and/or that did not have a DOI and/or that were not written in English and/or that did not have a classified methodology and/or the PICO method was not applied.

Thus, based on the content of the title, abstract, and keywords of each document, as well as the inclusion and exclusion criteria, 28 records related to Systemic and Family Constellation, with DOI, in the Original Article format and published in English, regardless of the date, were selected for the review. Of these 28 articles, we found that 23 were related to Systemic and Family Constellation, while the other 05 were directly linked to Organizational Systemic Constellation.

Distribution Chart of Systemic Constellation Types

The following chart shows the percentage distribution among the types of Systemic Constellation identified in the sample analyzed (28 articles selected for the review). Family Systemic Constellation predominates (82.14%), followed by Organizational Systemic Constellation (17.86%).

Graph 2: Distribution of Systemic Constellation Types

Source: Own elaboration (2025)

Geographical Distribution Map

Figure 2: Geographical Distribution Map of Publications on Systemic and Family Constellations

Source: Prepared by the author using the Bing Excel Platform (2025).

The map presented shows the geographic distribution of scientific publications related to Systemic and Family Constellations in different countries worldwide, using a color scale that varies from light blue (fewer publications) to dark blue (highest concentration of publications). Thus, we observe the following:

• United States: It stands out as the country with the most significant number of publications, indicated by the darker shade; this highlights the strong academic and scientific interest in the theme within the North American context.
• Germany: It also presents a high density of publications; this is consistent with the fact that Bert Hellinger, creator of the Family Constellations method, is German, which suggests a strong base of development and initial dissemination of the practice in this country.
• Other countries with notable publications, such as Brazil, South Africa, Mexico, and Hungary, appear to have a significant presence, although less intense than the two countries mentioned above; this suggests that the method has been adopted or studied in multicultural and diverse contexts, including outside the Europe-United States axis.
• Latin America and Africa: Countries such as Brazil and South Africa point to a growing diffusion of the method in contexts of the Global South, which may be related to the method’s applicability in social and restorative justice issues.
• Asia and Oceania: The absence or low representation of Asian and Oceanian countries suggests that, despite possible local practices, there is still little scientific production published in these contexts or limited international visibility of such practices.

Finally, the map reveals that scientific production on Systemic and Family Constellations is still concentrated in a few countries, mainly Western Europe and North America. However, the presence of publications in Latin American and African countries demonstrates the beginning of a process of internationalization of the method and its use in different sociocultural realities.

Graph of scientific publications on CSF by country and year

Graph 3: Temporal and geographic distribution of scientific publications on Systemic and Family Constellations

Source: Own elaboration (2025)

The graph above shows the temporal and geographic distribution of scientific publications on Systemic and Family Constellations, based on the studies included in the review. It can be seen that the United States stands out as the leading academic producer, with publications registered from 1963 to 2022, evidencing a trajectory of continuous interest in the topic. Germany, where the approach originated, also stands out with publications over several years, confirming its centrality in the theoretical and practical construction of Systemic Constellations. In addition to these two countries, relevant contributions can be observed from other contexts, such as Australia, New Zealand, Hungary, Mexico, China, Portugal, South Africa, Serbia, the United Kingdom, and Ukraine. The presence of studies classified as “International” in the years 2021, 2023, and 2024 is notable, which suggests the growth of transnational collaboration and the carrying out of multicenter research. These data demonstrate the advancement of Systemic Constellations as an object of research in different cultures and contexts. Finally, it is worth highlighting that Brazil only entered the indexed publications scenario in 2023, revealing a potential that is still little explored in formal academic production, despite the widespread dissemination of the practice in the country. This data reinforces the importance of promoting Brazilian research to strengthen the scientific recognition of the approach.

Impact of CSF on Personal and Professional Relationships

Figure 3 – The 10 main categories of CSF application according to total frequency in Table 2.

Source: Own elaboration (2025).

The analysis of the 10 most frequent categories in applying Systemic and Family Constellations (CSF) in personal and professional relationships indicates that conflict resolution occupies the most prominent place, being mentioned in almost all impact dimensions analyzed. Next, we observe the high incidence of ‘promoting communication’ and ‘promoting empathy’, which reinforces the relational nature of CSF, aimed at improving listening, expression, and interpersonal understanding. Categories such as ‘identifying hidden dynamics’ and ‘strengthening bonds’ highlight the diagnostic function of the methodology, while ‘developing leadership’ appears as a reflection of the structural gains obtained through the practice. The presence of themes such as ‘promoting well-being’ and ‘organizational changes’ reveals an expanded impact of CSF, which goes beyond the relational field and reaches organizations’ strategic and cultural levels. Therefore, the data reinforce the versatility of CSF in addressing complex human and organizational issues.

Systemic and Family Constellation in Organizational Management

Figure 4 – The 10 main categories of CSF application in Organizational Management.

Source: Created by the authors (2025).

Analyzing the 10 most frequently mentioned categories in applying Systemic and Family Constellations (CSF) in organizational management reveals the centrality of communication and conflict resolution as pillars for more efficient work environments. The category ‘promoting communication’ leads in frequency, highlighting CSF as an essential tool for improving the flow of interaction between individuals and teams. The presence of ‘resolving conflicts’ and ‘identifying hidden dynamics’ highlights CSF’s ability to act on invisible tensions, allowing for more strategic interventions. Furthermore, categories such as ‘promoting empathy’, ‘strengthening bonds’, and ‘developing leadership’ indicate that the methodology contributes to strengthening human relationships, promoting integration and alignment of roles. The data reinforce the role of CSF as a practical approach in conducting more sensitive, participatory management processes aligned with the principles of relational intelligence and a healthy organizational culture.

Organizational Development through Systemic and Family Constellation

Figure 5 – The 10 main categories of CSF application in Organizational Development.

Source: Created by the authors (2025).

Analyzing the main categories related to applying Systemic and Family Constellations (SFC) in organizational development highlights the relevance of communication and conflict resolution practices. ‘Promoting communication’ leads in frequency, reflecting the importance of clarity, active listening, and relational expression for advancing organizational processes. ‘Resolving conflicts’ comes next, highlighting the role of SFC as a mediator of tensions and facilitator of reconciliation in collective contexts. The presence of categories such as ‘promoting empathy’, ‘identifying roles’, and ‘strengthening bonds’ indicates that SFC contributes to the humanization of structures, bringing people together and aligning expectations and functions. Furthermore, actions such as ‘promoting innovation’ and ‘leadership’ point to the strategic dimension of the approach, promoting more creative, collaborative, and integrated environments. SFC, therefore, confirms itself as a systemic methodology capable of fostering sustainable organizational development through relational balance and strengthening internal connections.

Organizational Innovation and Systemic Approaches

Figure 6 – The 10 main categories of CSF application in Organizational Innovation.

Source: Created by the author (2025).

Analyzing the most frequent categories in applying Systemic and Family Constellation (CSF) in organizational innovation highlights the prominence of practices aimed at conflict resolution and efficient communication. The categories ‘resolving conflicts’ and ‘promoting communication’ lead the ranking, demonstrating that creating innovative environments requires overcoming tensions and strengthening communication bonds. ‘Promoting empathy’ and ‘strengthening bonds’ also occupy prominent positions, revealing the importance of relational sensitivity and cohesion among the organization’s members. Other categories, such as ‘developing leadership’, ‘facilitating change’, and ‘stimulating innovation’, reinforce the strategic nature of CSF as a tool to support protagonism, adaptability, and the emergence of creative ideas. With this, CSF confirms itself as an integrative and systemic approach, capable of contributing to a more humanized and collaborative innovation ecosystem.

Productivity and Organizational Efficiency

Figure 7 – The 10 main categories of CSF application in Productivity and Organizational Efficiency.

Source: Prepared by the author (2025).

The analysis of the 10 main categories related to applying Systemic and Family Constellations (CSF) in the context of productivity and organizational efficiency reveals the leading role of practices focused on communication and conflict resolution. The category ‘promoting communication’ ranks first, highlighting the relevance of active listening, dialogue, and clarity in interactions to improve collective performance. Next, ‘resolving conflicts’ stands out, confirming the central role of CSF as a tool for organizational peacemaking and mediation. Categories such as ‘promoting empathy’, ‘strengthening bonds’, and ‘developing leadership’ complement the scenario, indicating that productive efficiency is directly associated with the quality of human relationships. The presence of actions such as ‘improving organizational climate’, ‘stimulating innovation’, and ‘facilitating organizational changes’ reinforces the strategic scope of CSF, expanding its effects beyond the relational field and impacting culture, innovation, and organizational engagement.

Conflict Resolution and Systemic and Family Constellation

Figure 8 – The 10 main categories of CSF application in Organizational Conflict Resolution.

Source: Created by the authors (2025).

Analyzing the most recurrent categories in applying Systemic and Family Constellations (SFC) to resolving organizational conflicts reveals the leading role of communication, with the category ‘promoting communication’ leading in frequency; this highlights the importance of clear and open communication channels for dealing with organizational tensions. ‘Identifying hidden dynamics’ and ‘promoting empathy’ appear with the same intensity, indicating the importance of a systemic perspective and empathetic listening to understand conflicts beyond their apparent symptoms. ‘Resolving conflicts’ and ‘promoting collaboration’ reinforce the integrative aspect of SFC, promoting spaces for conciliation and joint construction. In addition, categories such as ‘strengthening bonds’, ‘improving the organizational climate’, and ‘facilitating changes’ point to broad effects of the practice, which go beyond the specific resolution of disputes, impacting culture, well-being, and innovation in organizations. CSF, therefore, emerges as a transversal and restorative approach, promoting reconnections and sustainable transformations in the organizational environment.

Future Trends and Technological Innovations

Figure 9 – Categories of gaps in CSF studies.

Source: Prepared by the authors (2025).

The analysis of gaps in studies on Systemic and Family Constellations (CSF) shows a predominance of observations about the lack of scientific evidence. This data reflects the urgent need to expand the empirical body of the area through systematic and rigorous research. Other studies also indicate a lack of theoretical and methodological validation, which reinforces the emerging nature of the application of CSF in organizational environments and its demand for academic consolidation.

Figure 10 – Categories of methodological limitations in studies on CSF

Source: Prepared by the authors (2025).

Regarding limitations, diverse situations are classified as ‘others’, demonstrating the heterogeneity of methodological designs. Also noteworthy are the recurrence of small or restricted samples, which compromise the generalization of results, and the absence of a control group. These limitations suggest the need to strengthen studies’ robustness, expand the scope of the samples, and improve the technical rigor of CSF investigations.

Figure 11 – Difficulties in implementing and using CSF.

Source: Prepared by the authors (2025).

Cultural resistance is the main difficulty identified in studies on implementing Systemic and Family Constellations. This data indicates that, despite its transformative potential, CSF still faces acceptance barriers in more traditional organizational contexts. Other challenges include the lack of understanding of the methodology and the lack of trained professionals. Such difficulties reinforce the importance of educational actions, technical training, and institutional communication to insert CSF in organizations effectively.

Integration of Categories by Thematic Axis

Table 3 – Integration of Categories by Thematic Axis

Source: Prepared by the authors (2025).

The integration table of categories identified in the review by thematic axis reveals the breadth and transversality of Systemic and Family Constellation (CSF) in organizational management. The categories were grouped into six principal axes: personal and professional relationships, organizational management, organizational development, innovation, productivity and efficiency, and conflict resolution.

It is observed that some categories appear recurrently in practically all the axes analyzed. “Promoting communication”, “resolving conflicts”, “promoting empathy”, “strengthening bonds”, and “developing leadership” form the central core of CSF’s impact on organizations; this indicates that the approach essentially acts on the relational fabric that supports corporate practices, being especially effective in improving interpersonal communication and conflict mediation.

Categories such as “identifying hidden dynamics”, “improving the organizational climate,” and “facilitating changes” also stand out, pointing to the diagnostic and strategic potential of CSF. These data reinforce that the approach allows us to identify dysfunctional patterns that escape conventional management methodologies, offering paths for reconciliation, repositioning, and integrating forces within teams and organizational culture.

In the innovation axis, categories such as “stimulating innovation”, “expanding creativity”, and “developing leadership” stand out, revealing that CSF contributes to unlocking creative flows and strengthening the autonomy of leaders who are more connected to human needs and a systemic vision. This direct relationship between relational culture and innovation highlights CSF as an ally in building more adaptive and collaborative environments.

The transversality of the categories in multiple axes demonstrates that CSF does not act only in specific niches but holistically, connecting the individual, collective, and institutional levels; this consolidates the approach as a multifaceted tool for organizational development, with direct impacts on performance, well-being, and innovation.

DISCUSSION

The results of this review demonstrate that Systemic and Family Constellations (SFC) constitute an innovative and promising approach in the context of organizational management. Analysis of the included studies demonstrated that their application is associated with positive impacts in promoting healthier, more collaborative, and integrative organizational environments. Among the main benefits highlighted in the literature are the strengthening of interpersonal bonds, the effective resolution of internal conflicts, the expansion of empathy among team members, and the promotion of an organizational culture focused on innovation and collective well-being.

SFC’s unique feature lies in its ability to access and reveal systemic dynamics invisible to traditional analysis, allowing for a broader and deeper understanding of the dysfunctions in interpersonal relationships and organizational patterns. This understanding is based on phenomenological representations, which bring unconscious or unspoken content to light, often related to hidden loyalties, exclusions, hierarchical inversions, and imbalances in exchanges. By enabling visualization of these dynamics, CSF fosters relevant insights and more assertive interventions, facilitating structural transformations in organizational systems.

However, although the positive effects of the approach are well documented in case reports and qualitative studies, there is a significant lack of robust empirical evidence attesting to its effectiveness in a generalizable manner. Some studies analyzed in this review have methodological limitations, such as small sample sizes, lack of control groups, non-randomized designs, and a scarcity of quantitative assessment indicators. These gaps compromise the reliability of the findings and reinforce the need for further studies with scientific rigor, using mixed-method designs, validated instruments, and longitudinal follow-up to assess the sustainability of the intervention’s effects over time.

Another critical aspect identified concerns the training of organizational constellation facilitators. The professional’s competence is essential to ensure process safety, ethical conduct, and an accurate understanding of the systemic field. Given the complexity of organizational dynamics and the depth of proposed interventions, developing more structured, scientifically based training programs with practical supervision is essential. Standardizing protocols, defining certification criteria, and promoting ongoing training are key factors in ensuring the effectiveness and legitimacy of CSF as an organizational development tool.

Beyond its therapeutic and structural contributions, the integration of CSF with emerging technologies such as artificial intelligence (AI), virtual reality (VR), and augmented reality (AR) emerges as a promising frontier for its development. Digital tools can map emotional patterns, model systemic structures, and simulate relational scenarios, expanding the possibilities for intervention and assessment. These innovations can also expand access to the approach, offering immersive and safe experiences, including in remote or hybrid environments. Collaboration between constellations, researchers, and technology developers can enable new methodologies for applying, monitoring, and validating results.

Furthermore, the CSF aligns with contemporary demands for more humanized, sustainable organizational practices integrated with the principles of systemic governance. In digital transformation and accelerated change in work models, methodologies that value human relationships, active listening, and systemic understanding become essential for building resilient, ethical, and adaptive organizations. By acting at the symbolic, emotional, and structural levels, the constellation offers a powerful path for developing conscious leadership and cohesive teams, promoting specific solutions and lasting transformations in organizational cultures.

It is important to emphasize here that, despite the methodological rigor adopted in this review, some limitations must be acknowledged. The selection of studies was restricted to publications available in specific databases, which may have resulted in the exclusion of relevant research published in other repositories or outside the traditional academic scope. Furthermore, the predominance of qualitative studies and the scarcity of controlled trials limit the generalizability of the results. Another limitation concerns the possibility of publication bias, as studies with positive results tend to be more frequently published. There were also limitations related to the English language, the article format with DOI, and the therapeutic approach of Systemic and Family Constellations. Finally, the data extraction and analysis process, although supported by digital tools, still depended on the researchers’ interpretation, which can introduce subjectivity inherent to the qualitative approach.

Finally, consolidating CSF as an organizational management strategy requires strengthening its theoretical foundation, expanding empirical evidence, and professionalizing its practice. With investments in research, training, and technological innovation, the approach is poised to occupy an increasingly relevant space in organizational development, contributing to more integrated, creative, and healthy work environments.

CONCLUSION

This integrative literature review has shown that Systemic and Family Constellations (SFC), when applied with theoretical rigor, professional ethics, and strategic intentionality, represent an innovative and effective approach for promoting healthier, more collaborative, and innovation-oriented organizational environments. Its application has proven particularly relevant in relational complexity, interpersonal conflicts, communication difficulties, and team management challenges. SFC stands out for its unique ability to access hidden dynamics in human systems, favoring a broader understanding of relationship structures and enabling deeper, more transformative interventions.

The studies analyzed in this review point to significant benefits of SFC in improving the organizational climate, resolving conflicts, strengthening bonds, and developing more conscious and empathetic leaders. Its application also favors increased employee engagement, cohesion among teams, and the adaptive capacity of organizations in the face of change. These results demonstrate the potential of CSF as a strategic management tool that integrates emotional, cultural, and structural aspects into companies’ decision-making processes and human development.

In addition, CSF proves to be especially powerful when combined with institutional policies and corporate governance models. In internal policies — such as ethics, diversity, well-being, and people management — the systemic approach helps diagnose misalignments between discourse and practice. It supports reformulating guidelines based on belonging, order, and balance principles. The constellation can help mediate policy resistance, revealing invisible links with previous organizational cultures or institutional exclusions that compromise adherence to and effectiveness.

In corporate governance, CSF offers important support for alignment between partners, boards, and leaders by illuminating hidden dynamics that influence decision-making processes, family successions, and institutional crises. The symbolic representation of elements such as organizational purpose, legacy, stakeholders, and market enables more conscious and systemic decision-making based on rational data and relational intelligence. Practical cases indicate that the approach can prevent ruptures, strengthen bonds of trust, and facilitate structural transitions with greater harmony.

Despite advances in practices and institutional recognition of the approach, such as its inclusion in public health and justice policies, important gaps persist in the scientific field. The lack of a robust empirical basis, with validated quantitative methods and controlled designs, still limits the consolidation of CSF in academia and in more traditional organizational sectors. This methodological weakness reinforces the need to increase investment in applied research, especially longitudinal studies investigating the approach’s effectiveness in different contexts and populations.

Another critical point is training professionals who act as facilitators or organizational constellations. The dynamics’ complexity requires technical preparation, relational sensitivity, ethical maturity, and continuous theoretical-practical updating. Therefore, developing standardized, supervised, and evidence-based training programs that guarantee quality and safety in the interventions carried out is urgent. Ethical regulation and strengthening professional associations are also important steps to consolidate the legitimacy of the practice.

Additionally, integrating CSF with emerging technologies, such as artificial intelligence, augmented reality, and digital relational mapping platforms, constitutes a promising frontier for its expansion and sophistication. Such resources can contribute significantly to expanding the scope of the approach, modeling complex systemic dynamics, and assessing the impacts of interventions with greater precision. The intersection between systemic constellation and technological innovation points to a new field of possibilities, which combines phenomenological depth and analytical intelligence in favor of organizational transformation.

For CSF to consolidate itself as a strategic and scientifically recognized tool in the management field, its articulation with institutional policies, human development programs, and interdisciplinary research and practice networks is essential. The approach must be understood as an alternative intervention method and a management philosophy based on systemic, human, and integrative principles. In an increasingly complex, interdependent, and vulnerable to crises, CSF offers paths to reconnect with the essential values ​​of human relations and with the systemic intelligence present in all collectives.Ao todo, esta revisão foi sustentada por 43 referências únicas, combinando 28 artigos científicos empíricos com 15 fontes teóricas e metodológicas, das quais sete estiveram presentes em ambas as categorias.

Aiming to contribute to new research in the area, we present the following agenda of suggestions:

• Conduct longitudinal studies with control groups to verify the sustained effects of CSF in different organizational contexts.
• Develop standardized protocols for applying CSF in corporate environments, focusing on performance indicators, organizational climate, and engagement.
• Promote certified training programs for facilitators based on scientifically validated methodologies supervised by experts.
• Investigate the integration of CSF with emerging technologies, such as artificial intelligence, augmented reality, relational modeling software, and digital systemic visualization platforms.

Thus, it is concluded that Systemic and Family Constellations contribute significantly to development, innovation, and organizational management, facilitating communication between teams, increasing safety, creativity, and productivity, and improving the organizational climate. Due to the lack of scientific evidence of the effectiveness of Bert Hellinger’s approach, new research, with more rigorous methods, needs to be carried out to bring credibility and trust to the method, which can contribute substantially to strengthening governance practices, coherent institutional policies, and more humane and integrative organizational models.

ACKNOWLEDGEMENTS

To CAPES (Coordination of Higher Level Staff Improvement) for the doctoral scholarship and to CNPq (National Council for Scientific and Technological Development) and FAPEMIG (Research Support Foundation of the State of Minas Gerais) for logistical assistance in the development of this work.

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