Systemic Coaching and IT – Part 1: What’s Systemic Coaching?
Systemic Coaching has conquered his place in the business world and could do a good job in the IT-world too. I will show the advantages of these practices and some examples of use in this series of blogs. Let’s start with the basics: What do I mean when talking about systemic coaching?
Looking in the german version of Wikipedia you will find the following definition (there is no proper english version of this text):
Systemisches Coaching ist Beratung zu Fragen des beruflichen Kontextes mit dem Ziel einer Problem(auf)lösung durch konstruktiv(istisch)e Konversation. Systemisches Coaching betrachtet die Interaktion (Kommunikation beziehungsweise das Verhalten) im System, das heißt von mindestens zwei Personen …
Systemic coaching is consulting about questions within a special business context. The goal is to solve problems using constructivistically conversations. Systemic coaching looks at the interactions between the members of the involved system…
In my opinion that’s a pretty good definition – but a bit theoretical.
Questions are a very important part of every coaching session. Normally the customer presents the problem and asks for the solution. The consultant answers the questions and presents the expert’s results. Coaching is different: the coach asks and the customer works on the solution – most of the time.
Why is coaching different? The systemic approach is one reason. The customer knows the problem, the environment with all components and all involved persons and groups. He knows the whole system including the possible sometimes hidden solutions.
The coach’s questions helps to focus on different points of view and enables new ways to the target – the solution of the problem. The coach leads the coaching session, the customer works on his solution.
Common topics in systemic coaching
The ranges of issues are wide spread: leading of people and teams, implementation of changes, finding the right decisions and many more. Nearly every theme you can find in business could be a subject of systemic coaching. The following list shows some examples:
- prepare a solution: A, B or C?
- check of a decision: pro/cons A
- prepare a meeting
- problems with the boss / colleagues / employee …
- Leading – prepare and reflection
- startup of new teams / projects
- analyzing and simulation projects / situations / teams …
More examples and some stories will be part of this series of blogs. Btw: as above shown: systemic coaching isn’t just for one person. It’s also a proper tool for teams and groups.
Requirements for systemic coaching?
The customer’s confidence and the coaches’ discretion are important for good sessions and for proper results. The outcome themselves should not be pretend. Voluntariness is another requirement for this kind of work.
What isn’t systemic coaching?
Systemic coaching is often used as a label for selling training and consulting – but it’s neither training nor consulting. It is not a sophisticated technique for manager to lead their employees. Coaching provides no transfer of skills and knowledge from coach to customer. It’s just a powerful way for two partners – customer and coach – to work for good solutions. The customer works on the solution and the coach lead the solution process.
What needs a good systemic coach?
A good coach should have a profound knowledge of coaching techniques and business experiences. He must be open to new ideas and different opinions. Coaches need to have experiences in different industries and several types of company structures.
Until now just basics about systemic coaching and nothing about IT-business. But don’t hesitate … more practical issues will come soon.