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Articles
Multi-Level Systemic Coaching Over the last 10 years, executive coaching in the traditional sense—a one-on-one intervention for the purposes of skill development or performance improvement—has become widely adopted by the corporate community. This article is about an expansion of the coaching intervention to include simultaneous coaching of individuals heading multiple organizations, individuals within the same team and teams within the same organization. This multi-level coaching approach can have a profound systemic impact on the organization through combining the methodologies of coaching and organization development for optimal individual and organization performance and results. In my experience, most coaching done in the singular one-on-one context is only partially successful. Whereas powerful personal development occurs, rarely does the organization feel the full benefit of the coaching intervention. In fact, many of the executives that I have worked with over the years have chosen to change jobs within a particular organization, sometimes change organizations and even careers as a result of their coaching. This often comes as a result of the lack of connection between their development and that of the organization. In other words, these executives and Senior Managers ‘out grow’ their teams and organizations. As an organization development consultant and executive coach, I have the opportunity to work with individuals as well as with their teams or others in their organization. From this perspective, I can see the organization system, not just the individual. Work with any one individual seldom sufficiently takes into account the larger system that triggers the initial problem situation and/or associated behaviors. Usually, the organization, as part of the system, is directly or indirectly part of the problem and therefore, should be part of the solution. This is where systemic coaching realizes its value. Systemic coaching is similar to individual coaching in that it focuses on accountability and ownership and its impacts on results. The difference is that it is multi-level—it takes place with several individuals and groups at different levels simultaneously throughout the organization. Systemic coaching provides both the individuals and the group, and therefore the organization, the opportunity to explore how their behavior and actions impact the system and results. The challenge for the executive in traditional coaching is in transferring the full value of the coaching work to the rest of his team/organization. These people are not exposed to the collaborative and focused performance-improvement dialogue based on disclosure and feedback, and commitment that takes place within a coaching intervention. For them, it’s business as usual. At best, the executive attempts to put a separate framework on top of the current system, attempting to drive it harder to perform better. It’s a bit like rearranging the furniture rather than upgrading the dwelling. Systemic coaching works on an expanded framework of the system in a process of evolution rather than individual growth.
"This
multi-level coaching approach can have a profound systemic impact on the
organization
Roland
Sullivan -
What is Multi-Level
Systemic Coaching (MLSC) MLSC is a powerful, comprehensive coaching model in and of itself. I have not seen nor experienced another coach training as all encompassing as MLSC, except for the MLSC program offered by the Professional and Life Coach Training through The Way of the Horse. (http://www.metacg.com/coach_training.shtml ) Adding the dynamics of another sentient being (not human) that has no preconceived prejudice or agenda offers a crystal clear looking glass into your own abilities to communicate effectively and receive honest and immediate feedback. The horse requires us to become self-aware and aware of others. We are made to literally ‘feel’ what is happening in the relationship, to become emotionally aware in our bodies, (not just our intellect) of what needs to happen next. Other experiential modalities that involve man vs. ropes, rocks, black diamond ski runs or even burning coals may have a place for the development of man against the environment or even the individual against him/herself. The experience of working with the horses requires a ‘relationship’ with another being. It requires an acute awareness of boundaries, yours and theirs. It requires skill in interpreting body language. It requires permission to lead and a willingness to follow. Working with a horse requires courage as well as vulnerability. Most importantly, the horse requires authentic communication. Twenty minutes in the round pen with a horse will take those powerful, insightful lessons off the page, out of your head and anchor those skills into your entire being. Multi-Level Systemic Coaching through The Way of the Horse offers an opportunity for coaches to finely hone or even transform their ability to lead another human or group to recognize and achieve their highest potential. After all, isn’t that what we are hired to do?
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