21 October 2020
In July I went back to the classroom; albeit a virtual one.
I spent 3 days with a group of like-minded coaches from across the globe to learn how to work with a leadership team in a more systemic way; it isn’t just about the individuals in front of you, it’s about all the interconnecting parts and how they impact on each other.
The aim of systemic team coaching is to work with the leadership team to define and execute its collective task in a way that creates greater value than is possible from the sum of the individual members. It requires the team to stand back and see the collective whole, to see the patterns, shapes, influences and recognise that everything is interconnected; the individuals, the teams, the clients and other external stakeholders.
I was quickly able to put the theory into practice when mediating with a couple of people a few weeks later. It became apparent that the two people sitting in front of me were only part of a wider systemic issue within their business, which had not been able to support them and in turn their behaviours were impacting negatively on the immediate and wider team. This was not just restricted to internal stakeholders, clients and suppliers were also noticing the ripple effects of this negative relationship.
Often, people in conflict do not realise the impact their relationship has on others around them; indeed, they can often think that they are covering it up so that no one spots it. Usually, this is far from the case and it can have a very negative impact on the atmosphere within departments and sometimes the business as a whole.
Applying a systems approach to this specific mediation made the parties aware that they had a wider responsibility to the team and the business to sort out their differences; it was not just about their own relationship.
If you are spotting a similar patterns of behaviour within your business, it might just be worth giving me a call.