The goal of systems coaching is to create the ground conditions for your team to THRIVE.  As in nature, healthy systems adapt and transform as the environment shifts.  Team coaching can facilitate change and growth by

• shifting communication so that information can flow more easily
• clarifying your shared vision and tapping into collective purpose
• supporting  the team as you create your plan and process

We use coaching techniques taught by the Center for Right Relationship’s ORSC (Organizational and Relationship Systems Coaching) model, along with tools and theories from Appreciative Inquiry (David Cooperrider & Diana Whitney), the SCARF model (David Rock), Five Dysfunctions of a Team (Patrick Lencioni), the Learning Organization (Peter Senge), positivity research (Barbara Fredrickson),  and relationship research (John Gottman.)

The systems coaching approach, using systems theory applied to organizations and systems thinking,  is based on the idea that high-functioning systems self-organize, exchange information among the individual parts as needed, and adapt or change to find alignment towards a mutual goal.

The goal of the coach is to hold up a mirror so that the team sees itself; help create conditions in which information is shared freely; reframe individual thinking from, “I don’t trust him,” to collective thinking, “this team lacks trust”; build on existing positivity and what’s going right; tap into the collective resources; listen for and point out team strengths, and get curious about what’s trying to happen.