Lessons from Ecosystem
“We cannot control the speed change and the volatile environment. Those who survive are the ones to design interventions that will help a system to intentionally navigate to absorb disruptions”.
The author of Resilience, Andrew Zolli states that “From economies to ecosystems, all systems employ a tight feedback mechanism to determine when an abrupt change or critical threshold is nearing. We can learn from an ecosystem like a coral reef, certain species behaviour can change to prevent a system from flipping into a degraded state.”
The ecosystem of organisations and teams have similar characteristics. Faced with changes in the Political, Environmental, Social, Technological, Economic and Legislation terrain, organisations must adapt to environmental influences to stay in business.
Studies indicate that more than 70% of organisational transformation fail to achieve results and produce benefits for shareholders, and over 50% of them destroy value. Majority of the companies attribute this to “people and organisational issues” such as lack of vision, leadership clash, cultural mismatch, loss of key talent, misaligned structures, lack of management commitment, lack of employee motivation, poor communication and poor change management. KPMG White paper.
I have worked as a coach and change consultant supporting transformation in large scale projects (Mergers, Acquisitions, Culture Change, ERP roll out, Business Process Re-engineering, Downsizing and Strategic Partnerships), I have realised that organisational change initiatives failure was a result of weakness in the system to maintain its core purpose when faced with disruption. What emerges is that most companies tend to neglect leadership and change management issues by focusing on hard issues related to increasing the bottom line. When disrupted, leaders find themselves under pressure, and forced to resort to short term and quick fix measures that are reactive, resulting in major resistance and attempts by affected stakeholders to sabotage change efforts.
This failure happens due to the lack of organisational readiness which can be resolved by building leadership and change capacity across levels.
To help organisations to transition, we realised that a new intelligence was needed to achieve success. A model called systemic team coaching. This approach helps organisations to create value and maximise performance. It is a new approach to develop future leaders to inspire through purpose, to adopt a growth mindset, to be system thinkers, innovative and develop collaborative behaviours to empower the organisations to gain competitive advantage. It is imperative to substitute the traditional leadership programmes and executive coaching assignment that are expensive and only accessible to few top senior leaders for their personal development.
“A new approach is to replace the old paradigm in which leadership resided in a person or role, to a new one in which leadership is a collective process that is spread throughout the networks of people.” – 2014 Centre for Creative Leadership
Our system thinking processes are experiential and interactive, with tools that produce immediate shifts in the system by disseminating leadership and change capacity to all levels of the organisation.
The Organisational and Relationship System Coaching is based on the following principles:
- A system consists of parts that are interrelated and interconnected and have an inherent ability to react when faced with external challenges that interferes with a status quo.
- We tap into a team’s natural creativity and intelligence to tackle complexity and ambiguity
- A system has an innate ability to emerge and self-correct towards achieving a common objective.
- A whole system is greater than parts, a problem in one part of the system maybe be signal of what is happening in the bigger system;
- All complex systems are self-regulating (e.g. immune system, ecosystem, digestive system, economy, politics, etc.), they have a natural drive to evolution. It is our approach as system coaches, to tap into the inner wisdom of a team to find its own answers by seeing its nature, strenghts, challenges and potential;
- It is a shift from linear thinking to system thinking, with no cause and effect, because the nature of system is that it is emerging, self-organising, complex and dynamic.
The coach holds the context of the system like an orchestra conductor, and works with the entire team to see a problem as part of the bigger system rather than reacting to a problem in an isolated way (focus is not on individuals but the whole system, no matter what problem is).
Overall, we help an organisation reinvent itself by being responsive and adaptive to change and continue to achieve extra ordinary results, with people.
The BENEFITS for the Organisation
- The system becomes innovative by leveraging knowledge through team collaboration as no one leader holds all the solutions
- The system develops self-awareness to self-regulate and adapt to changing circumstances until it reaches its goal.
- The system becomes intuitive to read and name signals of what is happening and have collective intelligence of what needs to shift
- Builds system intelligence and resilience
The BENEFITS for the Leader:
- Focus on strategic capabilities
- Have a self-regulating team that is empowered to come up with solutions
- Have a deeper understanding of self, others and context.
- Be attuned to the needs and unfolding signals of the system, to be able to grow and maintain a healthy system.
We would like to assist you in your journey to build organisational resilience.
Our Team Coaching Package includes:
A two day intensive systemic team coaching session, plus individual coaching session; half day follow up sessions,
Read more about us at www.tmchangeconsulting.co.za
Contact us on +27 (0) 71 364 9268 or e-mail: email@example.com