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Managers can support measurable performance and productivity increases
What is systemic coaching?
Systemic Coaching is client-centered,
solution-focused and success oriented. Like consulting, systemic coaching is outcome
oriented, examining visions, action plans, inspiration and feedback.
Unlike
consulting, systemic coaching provides structure, support and feedback in an ongoing
process of clarifying desires, removing blocks, attaining goals and realizing visions.
Systemic coaching provides process expertise, rather than content knowledge,
to create healthy individuals and organizations. Healthy organizations, like
other living systems, can identify, locate, acquire
and assimilate missing resources.
How does systemic coaching work?
Systemic Coaching begins with diagnosis - an analysis of your goals,
relationships and history. This is followed by a discussion of your
benefits, costs and resources.
Then we use meetings, e-mails and telephone calls to design structures that
support your chosen goals. Subsequent steps focus on
what works (not what's wrong) and on your future solutions (not past problems).
This leads to positive, pragmatic change strategies with minimal undesirable
side-effects.
A systemic coach need not be
in the same business as you, in the same community or even in the same country. A coach outside the systems in which
you live and work
can better provide you with objectivity and perspective - and can help you
identify practical out of the box
strategies.
Your systemic coach helps you clarify your situations, your strategies and
your goals.
Systemic coaching evaluates resources and steps to achieve goals. You develop control and responsibility.
You know your
environment, the participants and the rules. Your coach helps articulate and challenge
the "rules",
while you gain clarity and action steps. What does systemic coaching provide?
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Systemic coaching provides you with space to explore, evaluate
and take responsibility for strategies and flexibility
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Systemic coaching provides you with structure, alliances and accountability, expectations, deadlines and feedback
- Systemic coaching provides you with feedback, discoveries, challenges that help
clients evaluate current reality and future opportunities
How long is systemic coaching?
Although a common coaching objective is to make coaching unnecessary, a
coach may require an initial time commitment. Many coaching relationships
are for a year, with periodic feedback-focus sessions.
Systemic coaching models
A model is only as useful as the accuracy of its predictions. Systemic coaching begins with
your needs assessment and outcome specification. A well-formed
goal helps you clarify evidence procedures. Specifying a goal generates
ideas for its fulfillment and movement toward the goal.
A belief audit is useful for examining your blocks
or challenges. Many of your limiting beliefs can change as you align
with your goals and values. Systemic models that generate powerful
choices for you include relationship matrices, timelines, systemic
development, reframing, perceptual positions, relationship hierarchies
and logical levels of abstraction. Systemic Coaching Training
Intensive programs are available if you want
to learn professional
coaching. These programs provide practical coaching skills
and multi-level coaching tools to help your clients gain clarity and control.
Systemic coaching skills are a needed community resource.
Systemic Solutions integrates innovations in coaching and consulting to
provide skills to enhance an existing profession or build a coaching
practice.
Systemic Coaching includes:
- Solve individual, couple, team and family conflicts
- Accountability and leadership skills
- Discovery, acknowledgment and permission
- Changing individual and organizational beliefs
- Conflict resolution and conflict management
- Internal conflict integration and decision making
- Initiate and maintain motivation
- Deal with difficult people and difficult situations
- Avoid burnout and find inspiration
- Align values and goals
- Develop appropriate communication skills
- Develop coaching and assessment tools
- Use provocation, requests and challenges
- Use outcome frames, goal diagnosis and goal
hypnosis
- Master effective questioning and interviews
- Model and replicate effective performance strategies
Copyright © 2003 by Jan Sikorski. All rights
reserved. |
