Systemic Team Coaching Guide: A New Approach to Team Success

Imagine what your everyday work life would be like if your team worked together seamlessly, adapted to change effortlessly, and consistently delivered results.

That’s what systemic team coaching is all about. It goes beyond improving communication and setting better goals by transforming how your team functions as a whole and how it connects to the larger organization.

In this article, we’ll break down what systemic coaching really means, why it’s so effective, and how you can use it to create a team that’s resilient, innovative, and ready to tackle any challenge. Let’s dive in!

TL;DR – Systemic Team Coaching

Systemic team coaching focuses on building stronger collaboration, accountability, and adaptability by aligning individual growth with organizational objectives.

Using frameworks like Peter Hawkins’ Five Disciplines Model equips teams to navigate complexities and achieve sustainable success.

Key Takeaways:

1. Holistic Focus: Systemic team coaching integrates the team’s internal functioning with its role in the broader organizational and external context.
2. Transformational Impact: It enhances collaboration, accountability, and adaptability, fostering both individual development and organizational excellence.
3. Proven Frameworks: Approaches like the Five Disciplines Model offer practical tools for meaningful and lasting change.

Ready to discover how systemic team coaching can elevate your organization? Read on for insights, strategies, and real-world applications to start your transformation journey today, or contact us at Tandem to take the first step now.

What Is Systemic Team Coaching?

Systemic team coaching is a form of business team coaching that views a team as an interconnected system operating within a larger organizational and societal framework. Unlike traditional team coaching, systemic coaching emphasizes:

• Aligning the team’s goals with organizational objectives and external demands.
• Fostering collaboration and collective leadership.
• Addressing systemic challenges that impact team performance.

This method is particularly effective for organizations operating in complex, dynamic industries where teamwork and adaptability are essential.

You might also be interested in our article about coaching strategies for leaders.

Peter Hawkins’ Systemic Team Coaching Model

Peter Hawkins, a pioneer in systemic team coaching, developed the Five Disciplines Model, which provides a comprehensive framework for understanding and implementing this approach:

1. Commissioning: Establishing clarity on the team’s purpose and objectives in alignment with stakeholders’ needs.
2. Clarifying: Defining roles, responsibilities, and goals within the team.
3. Co-Creating: Building a culture of collaboration and trust to enhance team dynamics.
4. Connecting: Strengthening relationships between the team and its external environment, including clients and stakeholders.
5. Core Learning: Encouraging continuous learning and adaptation within the team.

This model ensures that systemic team coaching addresses internal team dynamics while considering the external ecosystem the team operates within.

How Does Systemic Team Coaching Work?

Just like other forms of executive team coaching, systemic team coaching is typically a long-term process involving:

1. Assessment: Understanding the team’s strengths, challenges, and systemic influences through interviews, surveys, and observations.
2. Goal Setting: Co-creating clear objectives that align with both the team’s needs and broader organizational goals.
3. Coaching Sessions: Regularly scheduled sessions focusing on improving collaboration, communication, and problem-solving.
4. Action and Feedback Loops: Encouraging teams to experiment with new approaches and providing feedback to refine strategies.
5. Integration: Embedding changes into the team’s daily operations to sustain improvements.

This process ensures that coaching results in lasting transformation rather than temporary improvements. The difference between systemic team coaching and other forms is the philosophy behind it, which guides the approach taken during the coaching sessions.

Key Benefits of Systemic Coaching

Systemic team coaching has a number of benefits. Here’s an overview of the main benefits to individuals and organizations:

How to Implement Systemic Team Coaching

Successfully implementing systemic team coaching requires a structured and thoughtful approach. Here are the key steps to get started:

Assess Readiness

Before introducing systemic team coaching, evaluate your organization’s readiness. Assess the existing culture, leadership commitment, and team dynamics to determine if the environment is conducive to meaningful change.

• Culture Check: Does your organization value collaboration and open communication? A supportive culture lays the foundation for systemic coaching.
• Leadership Involvement: Ensure leaders are committed to the process and willing to champion systemic coaching efforts. 
• Team Dynamics: Analyze team behavior and interpersonal dynamics. Are teams struggling with collaboration or communication?

Identifying these factors upfront helps set realistic expectations and ensures your organization is ready to embrace systemic coaching.

Select the Right Coach

Finding the right systemic coach is essential. Look for someone with:

• Experience in Systemic Coaching: A coach skilled in systemic methods understands the interconnected nature of teams and organizations.
• Industry Knowledge: Coaches familiar with your sector can provide insights tailored to your business challenges.
• Proven Track Record: Seek references or case studies demonstrating the coach’s ability to deliver results.

A great coach not only facilitates the coaching process but also builds trust and rapport with your teams. Book a free consultation now to get to know our coaches.

Define Clear Objectives

Clarity is key to a successful coaching initiative. Define specific objectives and desired outcomes before beginning.

• Set Goals: Do you want to improve collaboration, boost performance, or foster innovation?
• Establish Metrics: Determine how you will measure success, such as through team surveys, performance benchmarks, or stakeholder feedback.

Having well-defined objectives ensures that everyone is aligned and working towards the same vision.

Engage Stakeholders

Involving key stakeholders early in the process helps gain buy-in and support. This includes:

• Leadership Teams: Ensure senior leaders understand and advocate for systemic coaching.
• External Stakeholders: Consider engaging clients, partners, or other relevant parties whose input may enrich the coaching process.
• Team Members: Communicate openly with teams about the goals and benefits of systemic coaching to foster enthusiasm and participation.

Engaging stakeholders creates a sense of ownership and alignment across the organization.

Start Small

Pilot the coaching process with one or two teams to refine your approach before scaling up.

• Choose a Pilot Team: Select a team that is open to change and has a manageable scope for experimentation.
• Test and Learn: Use the pilot as an opportunity to identify challenges, gather feedback, and fine-tune your strategy.

Starting small minimizes risks and provides valuable insights for broader implementation.

Monitor Progress

Tracking progress is crucial to ensure systemic coaching achieves its goals.

• Collect Feedback: Regularly solicit input from team members and stakeholders to understand what’s working and what isn’t.
• Measure Impact: Use predefined metrics like team performance, employee satisfaction, or innovation rates to assess outcomes.
• Iterate and Adapt: Be prepared to adjust your approach based on feedback and results. Systemic coaching is an ongoing process that evolves over time.

Monitoring progress ensures continuous improvement and reinforces the value of coaching within your organization.

By following these steps, your organization can successfully implement systemic team coaching, paving the way for stronger collaboration, adaptability, and long-term success.

Challenges of Systemic Team Coaching

As beneficial as it is, some challenges can occur when engaging in systemic team coaching. Here are the main ones:

1. Resistance to Change: Teams or individuals may hesitate to adopt new working methods. Overcoming this requires clear communication and leadership support.
2. Time Commitment: Systemic coaching is a long-term process that demands regular engagement and patience.
3. Complex Dynamics: Addressing systemic issues can be challenging, especially when external factors like market changes or organizational restructuring are involved.
4. Finding the Right Coach: Coaches must possess deep expertise and an ability to navigate complex team dynamics.

Find the Right Systemic Coach for Your Team

Not all coaches are equipped to handle the complexities of systemic team coaching. When selecting a coach, look for:

• Experience: A proven track record in systemic coaching and familiarity with your industry.
• Certifications: Credentials from recognized bodies like the International Coaching Federation (ICF).
• Approach: Alignment with your team’s needs and organizational culture.
• References: Testimonials or case studies demonstrating successful outcomes.

Partnering with the right coach ensures a smoother journey toward transformation.

At Tandem Coaching, our MCC-level coaches have all the above-mentioned qualifications. Reach out to us to discover how we can boost your team’s engagement and performance.

Frequently Asked Questions (FAQs)

Here are some questions we frequently get about coaching team members:

How Does Systemic Team Coaching Differ From Traditional Team Coaching?

Systemic team coaching focuses on the team as part of a larger system, considering external factors like stakeholders and market conditions. Traditional coaching often emphasizes internal team dynamics without addressing the broader context.

What Tools Are Commonly Used in Systemic Team Coaching?

A number of tools can be used in systemic team coaching. Here are the most common ones:

• Team diagnostics: Tools to assess team strengths and challenges.
• Feedback mechanisms: Surveys and interviews to gather insights.
• Frameworks: Models like Peter Hawkins’ Five Disciplines guide the process.

Is Systemic Team Coaching Suitable for Remote Teams?

Yes, systemic coaching can be adapted for remote teams using virtual tools like video conferencing, digital collaboration platforms, and online assessments.

Conclusion

Systemic team coaching transforms teams into ecosystem-like units, where each part supports the others. By linking team dynamics to the bigger organizational picture, it builds collaboration, agility, and innovation.

This leads to a stronger, more resilient team. If you want to align your team with your goals to achieve sustainable success, systemic coaching gives you the tools to make that happen.

Empower your team to excel by exploring the benefits of systemic team coaching. Take the first step toward unlocking your team’s full potential and transforming your organization for the future. Contact us today to learn how we can help you implement systemic coaching tailored to your needs.