Noomly is characterised by unique DNA with systemic perspective
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 here, we then start looking for a solution.
Do you recognise it?
What does systemic work offer?
Zooming in and analysing is definitely a useful strategy, but sometimes something else is needed first, for example 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 not about how a symptom shows up in the upper stream, 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 understand 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 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 delve 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 don’t always want to be solved, but more importantly understood.
What about systemic work in organisations?
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.
Systemic work helps leaders to gain deeper insight into themselves and the dynamics at play within the leadership team and the wider organisation and context.
Together, we examine what is going on above and below the water line 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 – that is firm. If there is fuss about how to relate to each other, there is an energy leak.
J.J. Stam
Forms of systemic 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 stream again.
Examples…
Resistance to change can also be viewed differently: what is in jeopardy of being lost that is so dear? By acknowledging that, more peace will be obtained. In most organisations, electronic pay slips were introduced e.g. 10 years ago, and sometimes there was resistance from employees to this. Explaining more about the software, or setting it up as intuitively as possible, is a good way; and at the same time, it is not always fully resolved. By looking at what was at risk of being lost, especially for instance the monthly chat with the HR officer, it became clear what would be missed by employees and how this could be addressed.
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 constellation, it becomes clear that the systemic ownership of the organisation is not clear. By working on this, the next turn is finally taken.
Get acquainted with systemic work for free
Would you like to learn about 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.