How to Structure for High Performance with 12 S Framework?

Great companies are not built by individual champion warriors alone. Such companies die with the builders. It's the silent soldiers working as teams beneath the leadership layer that sustain great companies, long after the leaders pass. Making this happen is not easy. Leaders need a systemic framework that works universally in organisational leadership development to build high-performance teams that help institutions grow and sustain. Here is Coacharya's 12 S Systemic Organisational Leadership Development framework to support leaders and leadership coaching.

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1. Strategy and OKR: Meaningful Goals

?Strategy is all about setting clear goals for an organization. Setting strategy and goals requires a collective organisational purpose, directional culture and shared vision. Only then the defined mission leading to strategy OKR goals can be effectively established and tracked in performance.

In leadership systemic coaching sessions with corporate executive teams, it's essential to help leaders understand the importance of defining and communicating clear OKR objectives arising from strategy.

?Strategic goals provide direction and purpose for the entire organization. They help align efforts across different departments and teams, ensuring everyone is working towards the same outcomes. In leadership coaching sessions, leaders can be guided to create SMART goals

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2. Synergy in Teamwork: Co-created Decision Making

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Synergy results from the combined effect of a group working together as a collaborative team, resulting in outcomes greater than the sum of individual efforts. In leadership development, it's crucial to foster an environment where teams can collaborate effectively and create solutions together.

Co-creation involves bringing together diverse perspectives, skills, and experiences to generate innovative ideas and solutions. By encouraging collaborative and systemic teamwork supported by systemic team coaching, corporate leadership can tap into the collective intelligence of their teams and organizations.

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?3. Spiritual Intelligence: Benefitting All

?The spiritual aspect of leadership focuses on creating value and benefits for all stakeholders, including the environment they operate in, not just shareholders. It emphasizes the importance of purpose-driven leadership and considers the greater good in decision-making.

?Spiritually intelligent leadership involves aligning organizational goals with broader societal needs and values. It encourages leaders to consider the impact of their decisions on employees, customers, communities, and the environment.

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4. Stakeholder Engagement: Outside In, Future to Past

?Effective leaders recognize the importance of engaging with various stakeholders, including employees, customers, suppliers, and communities. This principle focuses on building strong relationships and considering diverse perspectives in decision-making.

?Stakeholder engagement involves identifying key stakeholders, not merely of the present time but of the past and future, and from outside and inside the organisation, understanding their needs and expectations, and actively involving them in organizational processes. This approach helps build trust, loyalty, and support for the organization's initiatives.

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5. Social Consciousness: Eco-Sensitive

?Leaders with social consciousness are spiritually intelligent and aware of their organization's impact on society and take responsibility for addressing social issues. This principle encourages leaders to consider the broader implications of their decisions and actions.

?Social consciousness in leadership involves being aware of social issues, understanding the organization's role in society, and taking action to create positive change. It goes beyond corporate social responsibility to integrate social awareness into core business strategies.

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?6. Sustainable Growth: Strategic Scenario Planning

?Sustainable growth focuses on achieving long-term success while considering environmental, social, and economic factors. This principle emphasizes the importance of balancing short-term gains with long-term sustainability.

?Sustainable growth involves developing strategies that meet current needs without compromising the ability of future generations to meet their own needs. It requires leaders to consider the long-term consequences of their decisions on resources, communities, and the environment. Systemic coaching helps with Strategic Scenario Planning.

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7. Skilling Resources: Continuous Development

?Skilling resources refers to the continuous development and empowerment of human capital within an organization. This principle emphasizes the importance of investing in employee skills and capabilities to drive organizational success.

?In a rapidly changing business environment, organizations need to continuously upskill and reskill their workforce to remain competitive. This involves providing ongoing learning opportunities, fostering a culture of growth, and aligning skill development with organizational goals.

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8. Systemic Collaboration: Boundaryless Autonomous

?Systemic collaboration involves fostering cooperation across different parts of the organization and with external partners. This principle emphasizes the importance of breaking down silos and creating a collaborative ecosystem, without boundaries and with accountable autonomy.

?Systemic collaboration recognizes that complex challenges often require input and cooperation from various departments, disciplines, and even external partners. It involves creating structures and processes that facilitate cross-functional teamwork and knowledge sharing.

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?9. Shared Communication: Authentic & Vulnerable

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?Shared communication focuses on creating open, transparent, and effective communication channels throughout the organization, authentic and vulnerable. This principle emphasizes the importance of clear, consistent messaging and two-way communication.

?Effective shared communication ensures that information flows freely across the organization, enabling better decision-making, alignment, and employee engagement. It involves not just disseminating information but also actively listening and encouraging feedback from all levels of the organization.

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?10. Synchronize with Customers: Blue Sky Blue Ocean

?Synchronizing with customers involves aligning organizational processes and strategies with customer needs and expectations. This principle emphasizes the importance of customer-centricity in driving business success.

?Customer synchronization requires a deep understanding of customer needs, preferences, and behaviours. It involves not just responding to current customer demands but also anticipating future needs and trends, using blue sky blue ocean vision.

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?11. Strengthen Partnerships: Building Bridges that Last

?Strengthening partnerships involves building and nurturing relationships with suppliers, distributors, and other strategic partners. This principle recognizes the importance of collaborative ecosystems in achieving business objectives by building lasting relational bridges.

?Strong partnerships can provide access to new markets, technologies, and resources. They can also help organizations become more agile and responsive to market changes. Effective partnership management involves clear communication, mutual trust, and aligned incentives.

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12. Scan Environment: Observe and Crystal Ball

?Environmental scanning involves systematically monitoring and analysing external factors that could impact the organization. This principle emphasizes the importance of staying aware of market trends, competitive landscapes, and emerging opportunities or threats.

?Regular environmental scanning helps organizations anticipate changes, identify potential risks, and spot new opportunities. It involves looking at various aspects of the external environment, including technological, economic, social, and regulatory factors. Systemic Teamwork supported by coaching enables multiple perceptions and crystal balling.

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Reflection

?The 12 principles don't exist in isolation; they form a cohesive system.

Systemic team coaching facilitates executive team building to align themselves with these principles in their specific organizational context. Coacharya's SPEED program is designed for implementing this framework in organisations.

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If this article ignited your curiosity about how the Coacharya 12 S framework and systemic team coaching can support leadership development, share it with your network! Subscribe to my 'Coaching the Spirit' newsletter for more cutting-edge content on technology, spirituality, and leadership in today's dynamic workplace. Together, let's shape the future of leadership in the VUCA era!

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