Systemic coaching

The main difference between the standard leadership coaching and systemic coaching is that the client is not only the person sitting next to the coach, but also the whole system that they bring along. This is particularly important in the executive coaching with leaders at higher management levels who can significantly influence the organisational functioning and the organisational culture. 

What is systemic coaching?

Systemic coaching means looking at the client’s questions and coaching goals through systemic lenses, thus seeing not only the needs of the individual coachee, but the needs of the system as well. The systemic coaching helps leaders develop their systemic intelligence, which in turn helps them understand their systems better and rethink their own role as leaders in order to serve the whole system in the best possible way. 

When to use
systemic coaching with leaders?

Systemic coaching is used in all situations where the development challenges of the leader go beyond the lack of personal competencies and when the change in the leader can significantly reflect on the system around him/her. Here are some examples of how to opt for systemic coaching:

  • Overcoming blocking patterns in an organisation
  • Preparing a leader for promotion to a higher position
  • The arrival of a new member of the top management from another company
  • Leaders who will lead the process of organisational transformation
  • Overcoming the challenging dynamics that exist between the parts of the company
  • Supporting leaders in the process of changing organisational culture
  • Questioning one’s own leadership purpose and systemic role

Systemic coaching can be a standalone measure for leadership development, or it can be the follow-up of systemic leadership training or part of the wider organisational change intervention.

What is systemic
team coaching?

Systemic coaching can also be delivered as systemic team coaching, and as such very suitable for a leadership team or for a team that leads a project that can have an impact on the organisation as a whole (e.g. Leadership team considering whether to enter organisational transformation phase, HR team preparing an organisational culture change project, IT team working on the digital transformation of the core processes of the whole organisation, marketing team planning strategic change in the external communications and re-positioning in the market, etc.).

This type of coaching involves a series of team caoching sessions, which allow the team to become aware of their resources, review their purpose and role, and make concrete action plans. Systemic team coaching connects the past, present and future, and thus deeply connects and empowers the team for the challenging tasks that lie ahead. 

Are you wondering if systemic coaching is what you need?

In order to learn more about systemic coaching
and find out how it might be useful for your leaders
or for yourself, feel free to contact us.

It will be our pleasure to propose the best possible solutions
for the challenges that you are facing.

Contact us