How can you help leaders think systemically?

1 Assess the current level of systemic thinking

Before you can help leaders develop their systemic thinking skills, you need to understand their current level of awareness, understanding, and practice of this skill. You can use various methods to assess their level of systemic thinking, such as interviews, surveys, self-assessments, or feedback from others. The aim is to identify their strengths and gaps, their challenges and opportunities, and their goals and motivations for improving their systemic thinking.

2 Introduce the key concepts and principles of systemic thinking

Once you have assessed the current level of systemic thinking, you can introduce the key concepts and principles of systemic thinking to the leaders. These include the idea of systems as interrelated and interdependent entities, the distinction between linear and circular causality, the recognition of feedback loops and delays, the awareness of leverage points and unintended consequences, and the appreciation of multiple perspectives and levels of analysis. You can use examples, stories, metaphors, or analogies to illustrate these concepts and principles and make them relevant and meaningful for the leaders.

3 Use systemic tools and techniques to analyze situations and problems

After introducing the key concepts and principles of systemic thinking, you can use systemic tools and techniques to help the leaders analyze situations and problems from a systemic perspective. Some of the common tools and techniques are systems mapping, causal loop diagrams, systems archetypes, systems dynamics modeling, icebergs, and rich pictures. These tools and techniques help the leaders to visualize and communicate the structure and behavior of systems, to identify patterns and relationships, to test assumptions and hypotheses, and to explore scenarios and implications.

4 Facilitate systemic dialogue and learning

Another way to help leaders think systemically is to facilitate systemic dialogue and learning among them and with other stakeholders. Systemic dialogue and learning are processes of inquiry, reflection, and feedback that enable the participants to share their views and experiences, to challenge their mental models and biases, to learn from each other and from the system, and to co-create solutions and actions. You can use various methods to facilitate systemic dialogue and learning, such as appreciative inquiry, world cafe, open space, or action learning.

5 Support systemic action and change

Finally, you can help leaders think systemically by supporting them to take systemic action and change. Systemic action and change are actions and interventions that aim to improve the system's performance and outcomes by addressing the root causes and leverage points, by engaging and empowering the system's stakeholders, by monitoring and evaluating the system's feedback, and by adapting and innovating as the system evolves. You can support systemic action and change by providing coaching, mentoring, guidance, resources, or accountability for the leaders.