Systemic perspective
Noomly is characterised by a unique DNA with systemic perspective. Discover how we dig deeper than the surface.
The effectiveness of systemic work
When a problem arises on a personal, workplace or family level, we usually zoom in on the details of the situation, the individual and the facts that caused the problem.
From there, we then start looking for a solution. Logical and good! Yet it doesn’t always work… Recognisable?
What does systemic work offer?
Zooming in and analysing is definitely a useful strategy, but sometimes something else is needed first, for instance if teams or managers keep falling back into old patterns -often unconsciously.
Systemic work offers a different perspective to explore what it is really about. It is a powerful approach that goes beyond the individual focus and focuses on the dynamics within the wider system in which someone operates. This can be a family, a team, an organisation or any other kind of social context.
Discover the root causes of problems
Systemic coaching offers unique insights and tools to understand and address complex issues and patterns. It is not about how a symptom shows up in the upstream but rather beyond the visible, below the waterline. Because you look differently, you arrive at different interventions.
Starting with the question: ‘What is this problem a solution for?’ quickly offers a different perspective on (un)conscious patterns in a team or organisation. You don’t focus on the symptoms but try to fathom what the symptoms are trying to make visible.
Systemic work is thus an entry way to work with issues in organisations, and above all a very powerful and above all effective method.
What are systems?
There are numerous systems. The most well-known and impactful is the family system you were born into. But also your sports club, circle of friends, school, village, society and the organisation where you work are all ‘systems’.
Systemic work is a method that goes to peer into the invisible undercurrent of these systems, looking for the unconscious patterns and dynamics that determine how individuals move or get stuck within the system.
Some patterns are a blessing, others sometimes a curse. Patterns do not always want to be solved, but more importantly understood.
Bring harmony and productivity to your team
Organisations are living systems that need more than a quick fix. Approaching their challenges purely from the visible and tangible does not guarantee sustainable results.
For leaders, systemic coaching offers valuable insights into how to better manage and support their teams. It helps them understand how to positively influence the dynamics within their team or organisation, leading to a more harmonious and productive working environment.
A systemic approach offers a comprehensive and in-depth approach to understanding and improving the dynamics within a system. Together, we explore what is going on above and below the waterline so that unconscious dynamics become visible and the right move can be made.
An organisation thrives when each person, function, team, business unit has a place you can rely on – which is solid. If there is fuss about how to relate to each other, there is an energy leak.
J.J. Stam
Systemic forms of intervention
There are different forms of systemic interventions. The most well-known is working with a family or organisational constellation. A constellation ingeniously offers insight into the underlying dynamics and disturbances taking place within the system.
Systemic work can also be done without using constellations. Then it is more about interventions in teams, or counselling with systemic questions -in group or individual-.
Systemic interventions are carefully applied, taking into account the specific context and needs of the system. They are designed to promote the health and effectiveness of systems by raising awareness and encouraging positive change.
Through systemic work, complex issues and patterns are looked at, recognition of what was or is occurs, more peace is created and life energy within systems can eventually flow back.
An example of systemic change in action
An organisation wants to grow and has everything ready to make the growth happen. Yet the start does not seem to be possible. In a conversation and a table set-up, it becomes clear that the systemic ownership of the organisation is not clear. By working on this, the next turn is finally taken.
For the umpteenth time, a team has a new manager who doesn’t last long. By looking deeper, it became clear that the employees were still loyal to the old manager who had to leave the organisation in a dishonourable way. By addressing the systemic issue of loyalties to the old manager, it was possible to uncover the underlying emotions and dynamics that complicated the transition to the new manager.
This approach provided a ritual and emotional closure of the old era and a conscious transition to a new chapter, leading to improved team dynamics and more effective collaboration with the new manager.
Get a free introduction to systemic work
Would you like to be introduced to the power of systemic work? Would you like to learn to deal with recurring problems differently? Sign up for a free inspiration session or follow one of our learning trajectories in systemic work.
Do you have a challenge you cannot get clarity in and are you willing to look one layer deeper? Then a personal conversation is a good start.
