Tired of Surface Coaching? Dive Deep with Systemic Coaching

Author: Ram S. Ramanathan MCC

Co-Author: Yamini Kandpal

A complicated, laundry list of competencies to learn – that's how many credentialing agencies present coaching competencies. While they aim to make things simple by breaking them down, this often backfires.?

Faced with a mountain of competencies, aspiring coaches can feel overwhelmed and confused. But what if there was a different approach? A universal coaching framework applicable to individuals, groups, and even teams? Enter the systemic approach, championed by Coacharya. As Peter Senge aptly states, "Systems thinking is a discipline for seeing wholes... patterns of change rather than static snapshots." Systemic coaching embodies this philosophy, offering a comprehensive approach that reflects the interconnectedness of human dynamics.?

Here are 4 reasons why systemic coaching is a win-win:?

1. Core Competencies for All:

The systemic approach offers a core set of competencies that can be applied across different coaching contexts. These competencies, with their memorable acronyms, provide a roadmap for coaches:

• DEMO (Desire, Evidence, Meaning, Obstacles): Establishing the coaching focus.
• LASIE (Listen & Observe curiously, Acknowledge appreciatively, Share what you sense empathetically, Inquire & Explore generatively): Effective communication techniques.
• 5A (Evoke Awareness, Create Actions, Build Anchors, Align with the desired outcome, Honour in Appreciation): Guiding clients towards action and accountability.
• Confluence (Synergy & Relationships): Integrating these elements within the broader social system.

This framework simplifies the coaching process for practitioners and leaders, allowing them to adapt their approach based on the client's needs (individual, group, or team).

2. Scaling Up: From Individual to Systemic Impact

The core coaching process remains the same in the systemic approach. However, the complexity increases as you move from individuals to entire ecosystems. The focus shifts from individual goals to interconnectedness and stakeholder relationships.

• Individual Coaching: The systemic approach helps individuals navigate challenges by considering the wider context of their work and personal lives. It allows them to explore how their actions and decisions impact those around them, and vice versa.

For Example: An individual struggling with work-life balance might use the DEMO framework to identify their desire for more personal time, the evidence of burnout, and the meaning they attach to achieving that balance. The coach, using LASIE, can listen attentively and explore the individual's current work environment and family dynamics. Together, they can brainstorm actionable steps (5A) that consider both personal needs and professional responsibilities.

• Group Coaching: For groups with diverse objectives, a systemic approach fosters collaboration and explores the dynamics within the group itself. It helps identify underlying assumptions, hidden conflicts, and power imbalances that might hinder progress.

Consider this: A group of managers from different departments might come together for coaching to improve cross-functional collaboration. The systemic approach would encourage them to share their perspectives (LASIE), identify common goals (DEMO), and develop strategies that address individual needs while achieving departmental objectives (5A).

• Team Coaching: Highly cohesive teams benefit from systemic coaching to achieve synergy and pursue shared goals. The coach facilitates communication, fosters trust, and helps the team identify and leverage the strengths of each member.

For Instance: A high-performing sales team might use systemic coaching to refine their sales strategy. The coach, using the core competencies, can guide them in exploring their current approach (DEMO), identifying areas for improvement (LASIE), and collaboratively developing new strategies and action plans (5A).

• Ecosystemic Coaching: This advanced application considers the entire system, including stakeholders and external influences, to achieve long-term, impactful results. It's particularly valuable for organizations undergoing significant change or transformation.

3. Groups vs. Teams: Recognizing the Difference

The systemic approach emphasizes the distinction between groups and teams. Groups may share a loose purpose but lack the deep connection, shared vision, and defined goals that characterize teams. Effective leadership development requires recognizing this difference and tailoring the coaching approach accordingly.

4. Leadership Development and Beyond

Systemic coaching excels in leadership development, particularly when dealing with cultural shifts and change initiatives. It can address the needs of:

• Groups of Leaders: Even leaders with diverse objectives can benefit from exploring group dynamics and fostering collaboration. A systemic approach can help them navigate power struggles, build consensus, and leverage the collective wisdom of the group.
• Leadership Teams: For high-performing teams, a systemic approach helps refine strategies and achieve ambitious goals. The coach facilitates clear communication, fosters trust, and helps the team identify and leverage the strengths of each member.

Systemic coaching is also highly effective in family dynamics and large group settings. Systemic family constellations, for example, can help families explore underlying patterns and dynamics that might be hindering healthy relationships.

The Systemic Advantage: A Multifaceted Approach

The systemic approach offers several advantages over traditional coaching methods:

• Universality: The core framework can be applied across various coaching contexts, reducing complexity for coaches and leaders. This also makes it easier for organizations to implement a standardized coaching approach across different departments and levels.
• Focus on Relationships: By considering the interconnectedness of individuals and systems, the systemic approach fosters stronger relationships and collaboration within teams and organizations.
• Sustainability of Change: The focus on underlying dynamics and stakeholder relationships leads to more sustainable and impactful coaching outcomes.
• Holistic Development: The systemic approach addresses both individual growth and the needs of the larger system, fostering a win-win situation for all involved.

Objections and Counterarguments:

• Objection: It seems too complex. Counterargument: The core framework (DEMO, LASIE, 5A) is simple to grasp. The complexity scales with the coaching context, but the coach acts as a guide to navigate the process effectively.
• Objection: It takes too much time. Counterargument: While the initial investment in systemic coaching might be higher, the long-term results are often more sustainable. Traditional, siloed coaching approaches might require ongoing interventions, whereas systemic coaching can equip individuals and teams with the tools to address challenges independently over time.

Resources and Further Exploration:

Those interested in learning more about the systemic approach can explore the following resources:

• Books by Kurt Lewin (https://en.wikipedia.org/wiki/Kurt_Lewin ), Peter Senge (https://en.wikipedia.org/wiki/Peter_Senge ), or David Cooperrider (https://en.wikipedia.org/wiki/David_Cooperrider ) on systems thinking and organizational change.
• Coacharya’s webinar on the Future of Systemic Leadership Coaching with Peter Senge, creator of the Seven-Eyed Model in coaching supervision and pioneer in Systemic Team Leadership Coaching.
• Coacharya's programs on systemic coaching delve deeper into the core competencies and their application in various coaching contexts - Systemic Coaching in Organizations .
• Learn more about Coacharya’s SPEED Framework rooted in systemic coaching.
• Want to start from the basics? Learn more about Systemic Coaching with Coacharya - Systemic Coaching: What is it? ?

The Power of Systemic Coaching

The systemic approach offers a powerful and versatile framework for coaching individuals, groups, and teams. By bringing in collaboration, addressing interconnectedness, and promoting sustainable change, it empowers individuals and organizations to tap into their full potential. Whether you're a coach seeking to expand your toolkit or a leader looking to unlock the potential of your team, the systemic approach offers a valuable path forward.

Elevate your team dynamics and achieve extraordinary results with Coacharya's Mega Systemic Team Coaching (ICF - Advanced Certification in Team Coaching) program. Learn from 6 top-tier trainers and master the art of systemic team coaching.?

In the meantime, share your experiences and questions about systemic coaching in the comments section below or start a conversation in our global coaching community, CoachNook .

(Originally published on the Coacharya website: A Primer on Systemic Approach to Individual, Group & Team Coaching )