By Lucia Baldelli
For over 20 years, I’ve partnered with organisations to help them navigate challenges, drive change, and achieve sustainable growth. Many were initially focusing on optimising parts of their complex systems, without considering the whole picture. Even when coaching individual leaders, I couldn’t ignore the wider network of relationships surrounding them. We had to bring these into the process. ‘Don’t just coach the parts; coach the connections to unlock collective potential.’, Prof. Peter Hawkins said. By embracing Systemic Coaching, I’ve helped organisations harness collaboration, foster continuous improvement, offering a holistic approach that addresses the interconnectedness of individuals, teams, and the broader organisational system.
What is Systemic Coaching?
Systemic Coaching is a powerful approach that expands the traditional coaching model to deliver value beyond the individual. As defined by the International Coaching Federation (ICF), Systemic Coaching is “used to articulate the value for the coach of looking beyond the immediacy of the one-to-one coaching relationship. It is also being used to describe some specific, and quite different, ways of thinking about systems.“
A system is a group of people connected by relationships and contained within a boundary — whether a couple, family, team, department, or entire organisation. We are all part of an intricate network of relationships, constantly interacting with other systems around us. These systems shape our actions, thoughts, and emotions, just as we influence them.
In his groundbreaking book, Systemic Coaching: Delivering Value Beyond the Individual, Prof. Peter Hawkins emphasises how Systemic Coaching encompasses the bigger picture, considering the Team and the Organisation as a whole.
Unlike traditional coaching, which primarily focuses on individual development, Systemic Coaching recognises that individuals are part of this complex web of relationships and interactions within their environment. It acknowledges that lasting change and success require addressing the system as a whole, rather than just the individual parts. Therefore, it has the potential to be much more impactful than traditional coaching.
Systemic Coaching involves working with both individuals and teams, fostering a culture of collaboration, open communication, and shared purpose. By considering the broader context and the relationships between different elements of the system, you can help organisations identify patterns, overcome obstacles, and leverage strengths to drive meaningful change.
Through Systemic Coaching, organisations can develop a shared language, align on meaningful and collective goals, and create a sense of collective ownership. By empowering individuals to understand their role within the larger system and how their actions impact others, Systemic Coaching promotes a sense of responsibility and accountability at all levels.
What are systems? Understanding the Systemic Coaching model
At the core of Systemic Coaching is Systems Thinking: it’s like wearing glasses that reveal the interconnectedness of individuals, teams, and their external environment. Once coaches see these connections, they can partner with organisations to enhance relationships and unlock collective growth, rather than just focusing on developing individual leaders or leadership teams. This approach makes it easier to identify the root causes of problems and create holistic solutions that consider the entire system.
So, what exactly do we mean by system in the context of coaching and organisational development? A system refers to a set of interrelated components that work together to achieve a common purpose. These can include people, teams, departments, and the broader ecosystem in which the organisation operates. Each element of the system influences and is influenced by the others, creating a dynamic and complex web of interactions.
Here is a client story about how the importance of systemic thinking became clear to me.
“Years ago, I had the opportunity to work with a Team focused on enhancing their internal dynamics and improving their ways of working. We all agreed that this was the right focus for our work. However, I experienced a significant awakening when I noticed the Team’s reluctance to seek feedback from stakeholders. Whenever we brought up the idea of incorporating their voices into our discussions, they became quite defensive.
It turned out that their manager harboured concerns that some feedback might be toxic and unhelpful for the Team. This hesitation was understandable, but it also highlighted a crucial gap in their approach. To dig deeper, we conducted a series of interviews with key stakeholders, and what we discovered was eye-opening.
A common theme emerged: the Team wasn’t perceived to be transparent about their roadmap and key deadlines or roadblocks. This feedback underscored the importance of open communication and how vital it is for a Team to align with stakeholder expectations. After all, a Team can only be as effective as its ability to meet the demands of those it serves.
Incredibly, by not listening to their stakeholder voices, we were becoming blind to critical insights. We were missing a key part of the picture and overlooking something that could have significantly contributed to the Team’s success.“
Understanding systems is crucial for effective coaching because it allows coaches to look beyond individual performance and consider the broader context in which individuals operate. By recognising the interconnectedness of different elements within the organisation, coaches can help clients identify patterns, uncover hidden dynamics, and develop strategies that address the system as a whole.
Grasping the concept of a system can be challenging at first, but you can think of the system you’re partnering with — such as an organisation or a team — as a living entity. None of its parts can function in isolation; all are interdependent and interconnected. If one part isn’t working well, the rest will be affected and must adapt to the new conditions.
The Systemic Coaching model involves a comprehensive approach that considers the multiple layers: from the individual to the team, and ultimately, to the entire organisation. It emphasises the importance of understanding the relationships and interactions between these layers, as well as the impact of external factors on the organisation’s functioning.
Systemic Team Coaching focuses on enhancing the collective performance of teams by exploring the team’s dynamics, roles, and interactions within the broader organisational context. By helping teams develop a shared understanding of what key stakeholders demand, they gain greater clarity on their purpose and align on common goals. Systemic Team Coaching enables them to collaborate more effectively, overcome their challenges and contribute to the organisation’s overall success.
Unsure about the right next step for your organisation? Book a chat with Lucia!
The benefits of Systemic Coaching
Systemic Coaching offers a multitude of benefits for organisations seeking to navigate complexities, drive change, and achieve better results. By adopting a holistic approach that considers the interconnectedness of individuals, teams, and the larger system, Systemic Coaching unlocks the potential for transformation and growth.
A Systemic Coach is an equal and trusted partner, who has the courage to delve deeper and challenge unhelpful patterns of behaviour or thinking when they arise. They collaborate closely with the team leader to foster relationships that promote collective leadership. Rather than replacing the Team Leader, they work alongside both the Leader and the Team to co-create the agenda for the coaching work, all aimed at enhancing the team’s effectiveness.
Why should a leader or an organisation invest in Systemic Coaching?
- Sustainable Performance – By addressing the system as a whole rather than just its individual components, the Systemic Coach helps organisations drive sustainable performance improvements, leverage their strengths, overcome obstacles, and cultivate a culture of excellence.
- High impact agenda – The Systemic Coach guides the Team to focus on the most critical issues they believe they need to address to enhance their effectiveness, ensuring that the business impact is maximised.
- Shared vision and purpose – The Systemic Coach assists them in aligning around a clear vision and purpose that resonates with stakeholder expectations.
- Enhanced leadership – The Systemic Coach serves as a mirror for the Team Leader, helping them recognise how their leadership style influences the Team’s results.
- Focus on relationships to improve collaboration – The Systemic Coach raises awareness of how both internal and external team relationships contribute to or hinder the Team’s success.
- Increased agility and resilience – The Systemic Coach provides tools that equip organisations with the mindset needed to navigate challenges, embrace change, and seize opportunities. By fostering a systems thinking approach, they become more agile and responsive to shifting dynamics.
How does it work? The Systemic Coaching approach
As explored, Systemic Coaching is a transformative approach that empowers organisations to achieve their goals more effectively. But how does it work in practice? Let’s dive into the specifics of the Systemic Coaching approach and explore how I operate within organisations.
Assessment Phase: Understanding the Organisation and the Team
The process typically begins with a comprehensive assessment of the organisation’s current state, including its strengths, challenges, and desired outcomes. I gather input from various stakeholders — such as leaders, employees, and external partners — to gain a holistic understanding of the organisation or team I am partnering with.
Contracting Phase: Defining Coaching Goals
Once the assessment is complete, I partner with the Sponsor / Team to make sense of the outcomes of the assessment and define the agenda for the coaching work. This includes setting clear and measurable goals, agreeing on key events (such as off-sites, workshops, etc.), defining how we will measure progress and adjust.
Execution Phase: Uncovering Patterns and Facilitating Change
During this phase, I work closely with individuals and teams to identify patterns, uncover hidden dynamics, and develop strategies for change. I facilitate open and honest conversations, encouraging participants to share their perspectives and insights. Through powerful questioning techniques and reflective exercises, I help individuals and teams gain clarity, build trust, and develop a shared understanding of their roles and responsibilities within the system.
A Learning Organisation: Continuous Inspection and Adaptation
The Systemic Coaching approach also emphasises the importance of continuous learning and adaptation. I help organisations develop feedback loops and mechanisms for capturing and sharing knowledge across the system. By encouraging experimentation, iteration, and reflection, Systemic Coaching enables organisations to learn from their experiences and continuously improve their processes and practices.
Sustainable Change: Giving the Process Back to the Client
Throughout the coaching engagement, I work closely with organisational leaders to ensure alignment between individual and team goals and the broader organisational objectives. I help leaders develop a systems thinking mindset, enabling them to anticipate challenges, seize opportunities, and make decisions that benefit the entire system. By fostering a culture of shared leadership and accountability, I help them take ownership of the process. This new mindset becomes part of how they operate after my engagement is complete.
Coaching interventions in the Systemic Coaching approach
Here are some possible interventions I leverage in the execution phase.
One-on-One Executive and Leadership Coaching: Sharp Focus on Your Key People
These interventions maintain a strong focus on Senior Leaders and Executives, who are essential enablers of their team’s success. My one-on-one coaching approach goes beyond just the Leader in the room; together, we consider the key systems that the Leader is part of or wishes to influence. We explore how the Leader can shift their approach to achieve greater success.
Leadership Development: Building a Coaching Culture
One of the key areas that Systemic Coaching focuses on is Leadership Development. Through group coaching sessions and facilitated conversations, I help them develop the skill set and the mindset needed to navigate complex challenges and drive meaningful change. This includes fostering a coaching culture, where Leaders are equipped to coach and support their Teams, creating a ripple effect of growth and development throughout the organisation.
Team Development: Nurturing relationships to enhance Collaboration
Another critical aspect of the Systemic Coaching approach is team development. I work with teams to enhance collaboration, improve communication, and align their efforts towards common goals. Through coaching sessions, facilitated workshops, and team off-sites, team members learn to leverage their collective strengths, address conflicts constructively, and develop a shared sense of purpose. By fostering a culture of psychological safety and trust, Systemic Coaching enables teams to perform at their best and contribute to the overall success of the organisation.
Get started with Systemic Coaching to achieve organisational success
Are you ready to unlock the full potential of your organisation and achieve sustainable success? Systemic Coaching is the key to navigating the complexities of today’s business landscape and driving transformative change. As an experienced Systemic Coach, I bring a wealth of expertise, proven techniques, and a track record of success to help organisations like yours thrive.
By partnering with me, you’ll gain access to a comprehensive and holistic approach that addresses the interconnectedness of individuals, teams, and the larger organisational system. Through reflective exercises and collaborative workshops, I’ll help you uncover hidden dynamics, identify patterns, and develop strategies for meaningful change.
My Systemic Coaching approach is tailored to meet the unique needs and challenges of your organisation. Whether you’re facing a crisis, undergoing major change, or seeking to build a more collaborative and resilient culture, I have the tools and expertise to guide you every step of the way.
With a focus on Group Leadership Development, One-on-One Leadership Coaching and Team Coaching, and fostering a culture of continuous learning and adaptation, I’ll work closely with you to align individual and team goals with your broader organisational objectives. Together, we’ll create an experience that empowers your people to take ownership of their growth and contribute to the collective success of your organisation.
I understand that taking the first step towards Systemic Coaching can be daunting, but I assure you that the rewards are immeasurable. With Systemic Coaching, you have the power to unleash the full potential of your organisation and achieve the success you’ve always envisioned.
Do you want to discuss your organisation’s specific needs and explore how Systemic Coaching can benefit you and your organisation? Take the first step towards transformative change and contact us today!
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