Hi, Jennifer Campbell here, your online
systemic leadership mentor. In this video
I will cover Step Number Three in the
Systemic Change Leadership Journey. In
this video you will learn what
leadership from a systemic perspective
really is, why changing your leadership
paradigm will help you with a change
leadership success, and how you can take
the first steps in this shift. Now,
needless to say I've helped many leaders
and professionals of all kinds to
approach leadership more systemically
and this has helped them to use this to
not only create change success but also
to build a more sustainable change
capacity within their organizations. Now,
I've used this systemic approach to
leadership across all industries in
which I've helped to lead change and its
effectiveness is the main reason why I
started hosting the Systemic Leadership
Summit of which I've run four to date. Now, part of the systemic leadership paradigm
in this step also includes my learning
from systemic leadership summit speakers
such as Peter Senge, Glenda Eoyang,
Peter Hawkins,
Anthony Howard just to name a few. Now,
there are a few main consequences of
shaping leadership the traditional way
and why a paradigm shift to systemic
leadership is so important. Now, first of
all if the leaders stick to the old hero-
based leadership they need that they
need to know it all then they will
understand that this is impossible in an
increasingly complex world where changes
happen so incredibly fast that every
time you come up with a strategy it's
actually already outdated. Now, another
important reason is that many leaders do
not know about the system dynamics and
this gives leaders a false belief that
they are leading whereas in fact
the system, the organization or the team
is also leading as well as the bigger
system around their team or organization.
So these currents within the bigger
systems are so strong that they can be
led by individuals especially not all
the time, so most leaders are not aware
of these these currents and of these
dynamics and they think they need to
control it all which they actually can't.
Now, what's furthermore is that change
results are also very much about context
not just about content and so a linear
approach to leadership is way too
one-sided when trying to solve problems.
Usually,  these problems are about
multiple contexts and so the pitfall is
to really focus on symptoms and not to
look at the patterns as also discussed
in our video about change identification
traditional leadership is also an invite
for ownership not to be taken from the
different roles and so everyone gets to
blame management and leadership because they think they're supposed to make all
the decisions and take care of everyone.
Now, traditional leadership doesn't allow
ownership to be taken on in the entire
organization um
the fifth reason why traditional
leadership is actually not working is
that getting the entire organization
under control is actually an ego based
notion. So sometimes the system needs to move out elsewhere then where the
leadership wants to take it and so this
is a push-pull that many leaders don't
understand but it's very important to be
aware of
then traditional leadership also invites
to a constant fight around who gets to
rule in the organization, so competition
elicits really negative ego-driven
behavior instead of building on the
leadership that is healthy for the
entire organization and the subsystems
within it and then lastly systemic
leadership is not really taught in
business school and so what happens is
that the old leadership paradigm gets
perpetuated will be learning about
systemic leadership or about leadership
in general is usually outsourced and so
it's not very effective for complex
situations, so once you go to business
school you come back in your
organization and what you've learned is
a context that's nothing like the
complex dynamics that you work with. Now,
I wonder which of these issues or maybe
all of them sound most familiar to you
and what I'm going to do now is show you
a few important aspects of a systemic
approach to leadership that you can use
to overcome these issues and so you will
be able to spread leadership more deal
with complexity more effectively and set
yourself and your leadership team up for
change success while saving yourself not
only a lot of tim.e money and energy but
also stress and heartache. So here we go
the first step that I want to share with
you today is that you first need to
understand that leadership in a system
means that it's a wall that belongs to
the system and not just to those who
fulfill a leadership role. So systemic
leaders understand the difference
between their role and the person they
are the system needs leadership and will
recruit others to shape it.
So not just you as a leaders. So it does
so to continue its patterns and to move
where it wants to move, so it's very
important that you build this awareness
then step to systemic leadership is
about seeing understanding and working
with dynamics and undercurrents in the
whole system or the organization
therefore you need to take a wider view
of the whole system and focus on that
not on the individual parts or functions
as we also discussed in video one about
the fishtank metaphor it's not about the
fish it's about the water in step number
three we want to talk about systemic
leadership as a way to guard the
boundaries of your organization, so what
belongs in the system and what doesn't.
Now, with complex information or changes coming in this is not moving easy to ask
in it but it needs to be done in order
to keep the system safe and in order to
eat too lot information people and
energies in your organization that the
organization needs to grow and expand
it's like holding a giant net the
interconnectedness is already there so
that that's not really your job but it
is about making sure that the net is
held well step for that I want to share
today is systemic leadership is about
ensuring system rules and balances and
for example an important systemic rule
is order and there is an importance of
three crucial functions within an
organization that are one dynamic one
very important dynamic of order and
three crucial functions are the Athens
function which is the
the autonomy function of and within the
system. So this function is very much
focused on the outside world a very
important one that comes first in the
order the second order is the core
function or profession which is which
focuses on the core business of serving
clients whether these are internal and
external and then there is communion and
that is that focuses on the well-being
and keeping everything going. So these
three functions are an example of
systemic order that it's important to
guard then there is another systems rule
and balance and that is about the
balance between giving and receiving if
people don't feel like they're getting
the right conversation for the work that
they're doing or if they do not have an
equal amount of opportunities within the
same professional group for example then
giving a receiving is out of balance and
we people are very sensitive to this
giving and receiving balance and then
lastly it's also very important to make
sure that everyone belongs to the system,
so the inclusion and exclusion.
Discussion is a huge one in business
nowadays and this has to do with a sense
of belonging if people don't have a
sense of belonging then all kinds of
strange dynamics can happen around that. So it's important to look at that also
step number five is about systemic
leadership and understanding the
original purpose of your organization
and the function of repeating patterns
from this original point until now. It's
so crucial that you understand
that organizations, the function of the
past as information about how patterns
evolved and knowing that the
organization at some point will come to
an end, one reason being its purpose
being fulfilled all of that is really
crucial to know and understand when
shaping leadership systemically,
and lastly systemic leadership is about
knowing when to use your knowledge and
leadership expertise and when to use
inquiry and ask open-ended questions in
such a way that your organization as a
system will reveal itself to you in new
ways or different ways than you've seen
before and so especially in complex
change situations inquiry works better
because it will help you to expand the
knowledge base. Now, these steps are
aspects to systemic leadership are a few
crucial ones but there are more and so
having said that shaping leadership
systemically is only a small part of an
effective systemic change leadership
strategy. Now, the systemic change
leadership journey is the framework we
use to help leaders increase their
complex leadership change leadership
success by 50% only within a few months
and so it's very important that you look
at the entire framework and use that so
that you can take your organization from
surviving to thriving without wasting a
lot of time, money and energy on one-size
-fits-all change management solutions
that don't work. Now, if you want to get
crystal clear on what is the one thing
that you should be doing now to really
shape leadership systemically in your
organization or if you want to learn
more about the systemic change
leadership journey then you can book a
complimentary call with me. You can do so by clicking the link below. Now, during
this we'll take a look at your organization
and the change in leadership situations
that you are dealing with right now and
we'll go through this step as well as
through the entire systemic change
leadership journey to see where you are.
So at the end of our call, you will have
your most important systemic change
leadership strategy to work within your
organization right. Now, I have nothing
else to say but to thank you so much for
watching this video, take care, see you
the next video. Bye bye.
