Becoming A Systems Leader

At this time of the year, many organizations are in the midst of drafting their workplans for the year ahead. During this season, numerous change projects are being birthed in service of the grand strategic vision. For each approved initiative, resources are allocated and a project team is formed. While this might work for ‘stand-alone’ projects, increasingly, dealing with complex external environments and internal structures mean that organizations must adopt a systemic view of the whole. This means that driving organization change is more than just the sum of all ‘change projects’. It requires teams that are adept at navigating complexity, fostering collaboration, and sustaining momentum. The concept of Systems Leadership offers a powerful framework for guiding transformational change, focusing on five key roles: Steward, Theory-Builder, Designer, Coach, and Teacher. Each role embodies essential capabilities that, when combined, create a robust transformation team capable of leading change with agility and purpose.

Role 1: Steward - Building Confidence by Leading from the Emerging Future

The role of the Steward in Systems Leadership is about grounding the organization in its core purpose and values while steering it towards future possibilities. A Steward is not just a custodian of the status quo; they are visionary leaders who align the organization’s long-term goals with its foundational principles. By embodying the organization’s mission and values, Stewards build trust and confidence within the team, fostering a sense of collective responsibility and commitment.

In the context of organizational change, Stewards play a critical role in maintaining alignment between the transformation efforts and the organization's overarching goals. They ensure that every strategic initiative or pivot aligns with the core values, thereby safeguarding the organization’s integrity even as it evolves. For the transformation team, having a Steward means there is always someone who can articulate why the change is necessary, what need the change is addressing - anchoring the team's efforts in a broader purpose that motivates and inspires.

Role 2: Theory-Builder - Building Consensus by Concretizing Theories

The Theory-Builder’s role is to develop the conceptual frameworks that explain why things happen the way they do within the organization. This involves formulating hypotheses, testing them, and refining them based on observed outcomes. A Theory-Builder is crucial for organizational change because they provide the intellectual rigor needed to create the theories of success based on causal loop diagramming.

In a transformation team, the Theory-Builder helps to build consensus by grounding discussions in well-developed hypothesis that can be tested and validated with evidence. This role is essential for ensuring that change initiatives are not based on whims or untested ideas but are instead rooted in a deep understanding of organizational dynamics. By doing so, Theory-Builders enable the team to make informed decisions that are more likely to lead to successful outcomes.

Role 3: Designer - Building Culture by Being a Change Agent

The Designer steps out of the day-to-day operations to take a systemic view of the organization. Their focus is on working on the system rather than just reacting to crises or solving immediate problems. The Designer’s role is about creating a culture of continuous improvement and innovation by creating, modifying or eliminating systemic structures to better align with the organization's strategic objectives.

For the transformation team, the Designer is the architect of change. They envision the future state of the organization and design the pathways to get there. By taking a holistic view, the Designer ensures that the change is sustainable and scalable, addressing not just the symptoms but the root causes of organizational challenges. The presence of a Designer in the team fosters a culture of proactive problem-solving and innovation, which is critical for driving long-term success.

Role 4: Coach - Building Capacity by Increasing Competence

The role of the Coach is to unleash and awaken the talent, capabilities, and passion within the team. Coaches focus on developing the individual and collective strengths of the team members, enabling them to contribute more effectively to the transformation efforts. A Coach taps into the resources that are already within the leader and the team, fostering an environment of continuous learning and development.

In organizational change, the Coach is essential for building the capacity needed to sustain transformation. By focusing on skill development and empowerment, using systemic coaching frameworks such as the PEARLS Coaching Framework – based on the work by Dr Henry Toi and Thomas Lim. The Coach ensures that the team is not just following directives but is actively engaged in shaping the change process. This role is particularly important in building resilience within the team, enabling them to adapt and thrive in the face of challenges.

Role 5: Teacher - Building Commitment by Role Modeling

The Teacher’s role is to lead by example, demonstrating the behaviors and attitudes that are necessary for successful change. Through both actions and words, Teachers model the way forward, instructing team members in a manner that furthers their development. The Teacher helps to build commitment within the team by showing that they are not just talking about change but are actively living it.

For the transformation team, having a Teacher means there is a clear standard of excellence to aspire to. Teachers inspire commitment by embodying the principles and practices they teach, making it easier for the team to align their actions with the desired outcomes. This role is crucial for maintaining momentum in the change process, as it reinforces the behaviors that lead to success.

Conclusion: A Holistic Systems Leadership Approach to Drive Change

While each of these roles—Steward, Theory-Builder, Designer, Coach, and Teacher—brings unique strengths to the table, the true power of Systems Leadership lies in the integration of these roles within a transformation team. Not every member needs to excel in all five areas, but a well-rounded team where these competencies are collectively present is essential for navigating the complexities of organizational change.

Together, these roles create a dynamic and resilient transformation team that is equipped to lead organizational change in a way that is strategic, systemic, and sustainable so that organizations not only cope with change, but drive transformation to thrive in the face of uncertainty and complexity.

Coach Tom is an Official Member of the Forbes Coaches Council (2024).?Check out the various articles by #CoachTom on AI+Web3, leadership, organization transformation, strategy. Check out his YouTube and stay updated on his exciting projects at:

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