Systemic Coaching: What Is It and How Does It Differ From Other Forms?

Compared to traditional coaching, systemic coaching considers the larger system in which we all operate. Authors Prof. Peter Hawkins and Eve Turner argue that âcoaching needs to step up to deliver value to all the stakeholders of the coachee, including those they lead, colleagues, investors, customers, partners, their local community, plus the wider ecology.â In short, systemic coaching adds a new dimension to coaching.As defined by Anthony Grant, coaching âfacilitates the enhancement of life experience and goal attainment in the personal and professional life of non-clinical clients.â As this traditional definition of coaching illustrates, standard coaching practices emphasise individual self-awareness centered on the coachee. Systemic coaching simply expands this traditional framework further to account for the bigger picture.
What Is Systemic Coaching?
Systemic coaching is defined by coach and author, John Whittington, as an approach to coaching which, âcoaches the individual client or team with the system in mindâexploring the part in the whole, and the whole in the partâso as to unlock the potential and performance of both.âBy highlighting the system (e.g. organisation, team) that an individual functions within, systemic coaching can add wider context to the coaching process. Fundamentally, systemic coaching attempts to bring wider perspective to the process by encouraging individuals and teams to consider the ecosystem theyâre embedded within while also developing their own self-awareness.Systemic coaching is rooted in Systems Theory, which explores the interconnections between elements. While there are different approaches to systemic coaching , at its most basic sense, systemic coaching is an approach which encourages the client to consider the system in which they operate and the connections between the parts of the system.
How Does Systemic Coaching Work?
While systemic coaching processes vary, there are common aspects that exist across this type of coaching: (1) Coach and coachee apply a systemic viewpoint to the process; (2) Coachees are asked to visually illustrate the system; And (3) the process recognises and seeks to integrate the needs of different participants within the system.
Apply a systemic perspective to individuals and groups
When people hear âsystemic coaching,â they often think of systems and quickly assume systemic coaching is the same as team coaching or organisational coaching; That is incorrect. While systemic coaching acknowledges the greater system, the approach can be used in one-on-one coaching arrangements or in team coaching. Systemic coaching simply deploys a systemic point of viewâone that acknowledges relationships and system dynamics beyond the individual. Teams, a group of people who share a common purpose, are themselves a system, as well as being part of a wider system, for example within an organisation, within an industry and within a cultural or regulatory context.
Illustrate the system
In systemic coaching, coachees are often asked to physically map their system, using a method known as constellations. This activity can be done in a variety of ways. In a one-on-one setting, a coach and coachee may use sticky notes to represent key elements of a wider system or arrange objects on a tabletop to depict the individuals or forces within their system. In team coaching, a team may work together to draw a map of their system, illustrating individuals, teams, and the organisation as a whole. Whittington says the goal of this activity is to create a true inner picture of the system and reveal underlying relationship structures.
Acknowledge and align individual and organisational goals
Within a systemic coaching approach, individual and organisational goals both matter. Executive Coach, Paul Lawrence, says a systemic approach to coaching âhelps coach and coachee avoid engaging in over-simplistic analyses and coming up with over-simplistic solutions.â Systemic coaching asks coachees to align their individual goals with organisational goals to co-create agreed outcomes.
What are the Benefits of Systemic Coaching?
The ROI of traditional coaching has confirmed coaching delivers benefits for both the individual and the business. At an individual level, studies show that business coaching leads to increased employee confidence, professional growth, job satisfaction, goal attainment, and psychological wellbeing (to name a few). On the business side, coaching has been linked to improved retention, employee engagement, and revenue, among other benefits. By tackling system dynamics and the organisational health of the system, systemic coaching only strengthens this impact.
Systemic coaching tackles system dynamics
Unsurprisingly, a systemic approach to coaching helps coachees address systemic issues (or system dynamics) â things like dysfunctional teams, organisational conflict, and difficult behaviours in the workplace. In his book, Systemic Coaching and Constellations, Whittington writes, âWorking only at the level of the individual means you may be able to remove the symptom, but the dynamicâif it belongs at the level of the systemâwill simply re-emerge.â
Address the organisational health of a system
While traditional coaching often accounts for the holistic health and wellbeing of a coachee, it doesnât necessarily address the health of the system; This is where systemic coaching can differ. According to Whittington, âIn a healthy system, everyone who has contributed is acknowledged and the history of the system is spoken about, including the difficulties.â While unhealthy systems are plagued by insecurity, shame, and distrust, healthy organisations tend to experience improved psychological safety, better employee retention, and higher levels of motivation.
Getting Started with Systemic Coaching
If you want to experience the benefits of systemic coachingâoutcomes like improved workplace dynamics, increased psychological safety, and better employee retentionâconsider working with a coach who specialises in systems thinking like CoachHub Coach, Doris Friedl, a certified, systemic-integration coach.Friedl says she follows âa systemic constructivist approach, the client-centered approach developed by Carl Rogers and the hypnotherapeutic approach developed by Milton H. Erickson.â If you want to find a certified systemic coach to partner with, here are some questions to ask prospective coaches:
- What methods and coaching techniques do you use?Youâre looking for a systemic approach like systemic-constructivist or language that acknowledges the greater system.
- What is your coaching expertise?If a coach specialises in systemic coaching, they may have received education specific to systems thinking like Integrative Systemic Coaching training.
- What type of systemic coaching experience do you bring?Check if the coach has previously coached an individual or organisation on the specific issues you want to address.
The Role of Systemic Coaching
Relative to traditional coaching, which began in the 1960s, systemic coaching is relatively new, emerging from the family therapy movement of the 1960âs and 1970âs. Writers such as John Whittington (2012) and Peter Hawkins and Eve Turner (2021) have helped raise interest in the power of considering how the wider system impacts on the individual. Systemic coaching offers a unique viewpoint and shifts the focus of coaching.Jonathan Passmore has further developed these ideas integrating systemic coaching into a holistic approach, combining humanistic, behavioural, cognitive behavioural, psychodynamic and systemic to form an Integrated Coaching framework (Passmore, 2021).Compared to traditional coaching, systemic coaching adds a new dimension to the coaching process by emphasising the value of coaching beyond individual development. If you want to deliver value to all of your stakeholders, from coachees to investors, systemic coaching may be the solution youâre looking for.
FAQ
At CoachHub, we believe in the power of aligning individual growth with organisational objectives. Our dedicated coaches work closely with coachees to ensure that their growth plans are directly linked to your company's overarching goals. This includes addressing specific leadership development needs within different departments or teams, and recognising that each area may have unique challenges and requirements.
To achieve this alignment, we collaborate closely with our clients and their senior leaders, taking the time to understand their organisation's specific challenges, objectives, and organisational culture well. By gaining deep insights into your company's dynamics, we can tailor coaching plans that address the specific needs of different teams and individuals.
Our approach is highly customised and adaptable. We recognise that each coachee has unique requirements, and we leverage our expertise to develop coaching plans that are relevant and effective for all participants, regardless of their role or level within the organisation. Whether it's helping to develop leaders, retain talent, improve leadership skills of middle management, or support C-suite executives, our coaching programs are designed to cater to diverse needs and ensure maximum impact.
By aligning growth plans with your company's objectives, we create a cohesive approach that enhances overall organisational success. Our coaches help coachees identify areas for improvement, set meaningful goals, and develop actionable strategies to bridge the gap between their current competencies and the desired leadership abilities. This alignment not only facilitates personal and professional growth but also contributes to the long-term success of your organisation.
With CoachHub, you can be confident that our coaching programs are tailored to address the specific leadership development efforts within your organisation. By collaborating closely with our clients, we ensure that our coaching plans are relevant, effective, and aligned with your company's objectives, driving growth and excellence across all departments and levels.
At CoachHub, we understand the importance of scalability when it comes to your leadership development program. That's why our programs are thoughtfully designed to accommodate a large number of participants simultaneously, ensuring that organisations of all sizes can benefit from our services. Whether you have a small team or a global workforce, our coaching platform is equipped to handle the scale.
With our advanced digital coaching platform, we bring high-quality coaching directly to employees all over the world. The beauty of our online sessions is that participants can access them from anywhere, at any time. This flexibility empowers employees to engage in coaching without geographical constraints or time zone limitations. Whether they're working from home, travelling for business, or stationed in a different country, our platform ensures that they can easily connect with their coach and participate in sessions at their convenience.
The digital nature of our coaching platform also means that participants can enjoy a consistent and seamless coaching experience, regardless of their location. Through video calls, instant messaging, and other interactive tools, our platform fosters a sense of connection and engagement between the coaches and participants. This virtual environment not only saves time and resources but also allows for regular and ongoing coaching support without the need for in-person meetings.
By leveraging the power of technology, our scalable coaching programs break down barriers and provide accessible coaching solutions to organisations and individuals around the globe. Whether it's a small team or a multinational corporation, our platform ensures that every participant can benefit from high-quality coaching, anytime and anywhere.
Absolutely! CoachHub's leadership development program is designed to seamlessly integrate with your existing talent development and performance management initiatives. We understand that every company has its own unique needs and goals, and that's why our coaching sessions are completely tailored to meet those requirements. Whether you're looking to strengthen leadership skills, foster personal growth, or achieve organisational success, our program aligns perfectly with your company's specific objectives.
By customising our coaching sessions, we ensure that each individual receives the guidance and support they need to thrive. We take the time to understand their strengths, challenges, and aspirations, and then craft a coaching experience that caters to their personal growth journey. This way, we can provide targeted development opportunities that directly contribute to their success within your organisation.
When you integrate our program with your leadership development efforts and performance management initiatives, you create a powerful synergy. Our tailored approach complements and reinforces your existing efforts, allowing you to build a comprehensive framework for maximising the potential of your workforce. Together, we can create an environment where employees are motivated, empowered, and equipped with the skills they need to excel.
So, rest assured that with CoachHub's leadership development program, you can easily integrate coaching into your existing initiatives and achieve remarkable results that align with your company's requirements.