The power of systemic leadership: There’s no I in team.

Through all my years of experience I have come to realise that traditional leadership models and management styles can only take people so far. To truly unlock the potential of a team and drive transformative change, a different approach is needed. Recently I’ve been reflecting on how my work within leadership development contributes to the bigger organisational shifts that deliver results.

And this is where Systemic Leadership comes into play. Systemic Leadership is a powerful framework that allows leaders to view their teams as interconnected systems, and provides a framework to welcome the collective skills, and talent of the entire team. In developing better leaders, I have in turn given them the abilities and confidence, to take on a systemic leadership approach that nurtures a high performing team.

So, what is Systemic Leadership?

Systemic Leadership is based on a set of key principles that guide leaders in their approach to team transformation. The first principle is simply the recognition that a team is more than the sum of its parts. In other words, it is not enough to focus solely on individual performance; leaders must also consider the relationships, dynamics, and interactions within the team as a whole. In fact, the impact of their role has a ripple effect beyond their team, to other teams in the wider organisation, and beyond to customers and other stakeholders.

This naturally fits with my thinking on human factors and leaders being able to understand and navigate all of the day-to-day micro-influences that affect individuals in and around the workplace. This holistic view allows leaders to identify and address systemic issues that may be hindering team performance, by considering the bigger picture.

The second principle is the understanding that change is a constant. Systemic Leaders embrace change and view it as an opportunity for growth and improvement. They are not afraid to challenge the status quo and are open to new ideas and perspectives. This mindset creates an environment where innovation and creativity can flourish, leading to breakthrough solutions and transformative change.

The third principle of Systemic Leadership is the belief in the power of collaboration. Systemic Leaders understand that the collective intelligence of the team far exceeds that of any individual. They actively encourage collaboration, foster a culture of trust and respect, and create opportunities for open dialogue and knowledge sharing. By harnessing the diverse skills and perspectives of team members, Systemic Leaders are able to tackle complex challenges and drive sustainable results.

Key Skills for Systemic Leaders

“There’s no I in team.”

The saying goes ‘There’s no I in team’ and whilst that’s true if we’re looking at the end goal, we also need to start with focusing on the skillset and experience those leaders need as an individual, to allow them to develop a systemic leadership approach. I’ve outlined some key skills that Systemic Leaders should develop in order to navigate the complexities of the system, foster collaboration, and drive transformative change:

Systems thinking: Systemic Leaders should have a deep understanding of systems thinking principles and practices. Moving beyond critical and analytical thinking, they should be able to analyse complex situations, identify patterns and relationships, and develop comprehensive strategies that address big picture systemic challenges, across ever changing external and internal factors.

Emotional intelligence: Emotional intelligence is crucial for Systemic Leaders, as it enables them to understand and manage their own emotions and the emotions of others. This skill helps leaders build strong relationships, navigate conflicts, and create a positive and supportive team culture. Much of my work starts with developing individuals’ self-awareness, allowing them to understand themselves and others in a way that enables better collaboration and teamwork.

Communication and facilitation: Systemic Leaders should have strong communication and facilitation skills. They should be able to effectively communicate their vision, goals, and expectations to the team, facilitate open and constructive dialogue, and create an environment where diverse perspectives are valued.

Adaptive leadership: Systemic Leaders should be adaptable and agile in their approach. They should be able to navigate through change, embrace uncertainty, and adjust their strategies and plans as needed. This skill is essential for driving transformative change and ensuring the team's success in a rapidly changing environment. For this, individual resilience will give systemic leaders the ability to role model behaviours around wellbeing and give support and confidence to their team during times of change.

By developing these key skills, leaders can effectively lead their teams through the complexities of the system and unleash their full potential.

Performance isn’t the only measure of success

The benefits of moving towards a systemic leadership approach aren’t just performance based. With a shift in mindset and behaviours that allow leaders to show ‘bigger picture’ thinking, comes an environment that also allows team members to feel valued and engaged.

With employee engagement (and also retention) one of the biggest challenges organisations face, this could be a shift in the right direction. By involving employees in decision-making and providing opportunities for growth, leaders foster a sense of ownership and commitment, leading to higher levels of employee engagement and job satisfaction.

Some of the simple steps leaders can take to ‘walk the talk’ on this are:

• Encourage curiosity and exploration: Leaders can create a culture that values curiosity and encourages team members to ask questions, explore new ideas, and challenge assumptions. An open and humble leadership approach will allow this culture to grow.
• Promote collaboration and diversity: Collaboration and diversity are essential elements of systems thinking. Leaders should create opportunities for cross-functional collaboration, encourage diverse perspectives, and foster an inclusive environment where all team members feel valued and heard.
• Facilitate reflection and learning: Leaders can create spaces for team members to reflect on their experiences, provide a safe space to speak up about failures (and in doing so learn from them as much as their successes), and continuously improve their thinking and problem-solving skills.

Where to start?

Leaders have a lot on their plate right now and changing an entire leadership approach isn’t an overnight task, particularly as the nature of a systemic view is a complex approach. Adopting a systemic perspective requires leaders to step back and consider the bigger picture, which can be challenging in a fast-paced and demanding work environment. To navigate this challenge, leaders can start by focusing on a specific aspect of their system and gradually expand their view over time. It’s also vital to maintain a growth mindset, and leaders should be keeping in mind their own continuous learning and development as they embrace this holistic thinking approach.

In summary, Systemic Leadership is a powerful framework that enables leaders to transform teams through organic thinking which allows them to unlock the full potential of their team and drive transformative change. By embracing Systemic Leadership, leaders can create high-performing teams that thrive in today's complex and rapidly changing business landscape.

So, if you're a leader looking to unleash the power of your team, let’s have a chat about where to start.