The old image of a manager at the top pulling all the strings is outdated. Most people now agree on that. That things can or MUST be done differently is now well known in many organizations. Organizations are facing ever faster, and ever more complex developments. And leaders understand that they can no longer oversee the multifaceted nature of these issues on their own. Organizations are complex systems, in which all parts are interconnected and influence each other. And those organizations, in turn, are connected to all sorts of complex systems around them, such as customer organizations, government and society. This requires a different approach. An approach that harnesses the power of collaboration: systemic leadership. Sounds logical, but HOW do you do that in practice?
Do you, for example, work as a leader, change agent, agilest or HR manager, and do you struggle with the dynamics in your organization? ORSC (Organization & Relationship Systems Coaching) offers a very concrete approach to putting systemic leadership into practice. Below are five reasons why it is absolutely worthwhile for your organization to let you take our ORSC training.
What participants in our training greatly appreciate is that they walk out the door with super practical work forms that they can apply the very next day. Do you learn a bunch of tricks so you can start working as a “witch doctor”? It's certainly not that simple. Indeed, at ORSC we do not believe in witch doctors, but rather in the wisdom and creativity of systems themselves. You will learn to let the team look at itself in a different way. Once a team becomes more aware, for example of existing patterns or roles, it knows best how to deal with them. This also demands something of you as a leader or coach. Not only in what you DO, but also in how you ARE when working with a team. By playing with your own attitude and energy, you learn to tap into the ownership of the team. Nice side benefit is that you actually have to work much less hard yourself (but you don't have to give that away 😉).
Organizations are constantly changing. Most change can no longer be called “plannable. Chances are that a carefully mapped out route from A to B will not work in practice. Developments happen too fast and the dependencies are too great. But how does it work? And how do systems actually deal with change? And how do you recognize it? ORSC gives you concrete tools for this. For example, you learn how to clarify the various perspectives on change with a team. This enables the team to make more informed decisions about the next steps.
Diversity in organizations is on the rise. Embracing that diversity is fortunately a hot topic in more and more organizations. How do we create a culture where we see the value of differences? A culture in which differences do not degenerate into polarization, but in which every perspective has value? In which the most beautiful new ideas arise from those differences? One of the things you learn as an ORSC member is to hear all the voices in a system. Because every voice has a part of the truth. Only when you hear all the voices can you put the whole puzzle together. By making room for all voices, including those that are a little less loud, you create a nice working atmosphere where everyone feels heard and involved.
Innovation in organizations often starts at the margins. It takes a dose of stubbornness and guts to name that the current way of working is no longer entirely adequate. In doing so, the status quo is called into question. These kinds of processes tend to take place in the undercurrent. At ORSC you learn methods and skills to bring to the surface what is going on under water. To create the safety together with a team to explore this kind of ‘dissent’ with curiosity. This allows ideas for adapting to a new reality to surface more quickly. And you are much more agile. Not for nothing do we see many ‘agilists’ in our courses in recent years.
We find that many organizations use only part of all the wisdom. Yes, there is talk and analysis ... but how do we tap into the wisdom we had as children: that of our creativity? When we still let our imagination do the talking? The wisdom locked up in our bodies? In the ORSC training you will be challenged to broaden your own palette. You learn to switch between words, images, energy and movement. In a playful way, you increase the awareness of the team, allowing it to use its potential much better. You also learn to work with conflict. Because conflict - as we see it at ORSC - is not something to shy away from, but a signal that something new is trying to happen. We use the wisdom of the system: if the team were a living being, what would it have to say?
That the ORSC training adds value to both you and your organization is very clear to us.
We hear this all the time from our participants. Not sure if it is for you? Then just come and experience it in the ORSC Fundamentals courses. And are you thinking about taking ORSC with several colleagues? We also offer ORSC in company at many organizations. Feel free to call Competence to spar! In any case, we look forward to seeing you in our courses!
Yvet Beckers helps organizations create a safe atmosphere, where people and teams dare to stand out and take responsibility for leaving the beaten track. Where they build on each other and challenge each other to show the best of themselves to the world. She is a team coach and executive coach, and a faculty member of CRR Global.
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