Systemic approach for holistic development
Our systemic approach forms the basis of our work in coaching, training, team and organizational development. We always support people and organizations in the context of their relationships, roles and structural framework conditions. We are all part of social systems: colleagues, friends, family, teams, organizations. These systems shape the way we think, feel and act. At the same time, our behavior has an effect on them. It is precisely this reciprocal dynamic that is at the heart of our systemic work.
For us, working systemically means not looking at people in isolation, but in the interplay of roles, relationships, structures and expectations. Development becomes sustainably effective when these interrelationships become visible and are consciously incorporated into change processes. We use systemic methods to make contexts transparent, broaden perspectives and enable solutions to emerge from the system itself. In this way, we promote personal responsibility, clarity and sustainable decisions.
For us, systemic support is not an end in itself. Insights should become effective in everyday life. That is why we consistently translate reflection into concrete action steps, clarify responsibilities and make results comprehensible and implementable.
Understanding development: interaction between different systems
On this basis, we understand development as a holistic process that takes place in the interplay of different social systems. Which systems are relevant depends on the respective context – in private life as well as in the professional environment. With this systemic understanding, we are able to consciously differentiate between these contexts and at the same time consider their interactions – in coaching and consulting as well as in team, management and organizational development.
Focus on people as individuals
In systemic coaching we accompany people in their individual life and work situations. We look at them in the context of the social systems in which they are integrated – such as family, partnership, circle of friends or professional roles. The focus is on self-reflection, clarity, activating resources and changing perspectives. This opens up new perspectives and opportunities for action. Development and behavioral change arise from personal insight with growing self-efficacy and sustainable solutions.
Teams as social systems of cooperation
In a professional context, people work together in teams. Teams are independent social systems with specific dynamics, roles, expectations and communication patterns. In systemic team development we make these patterns visible, strengthen trust and promote shared responsibility. We see different perspectives as a resource for good cooperation and joint decisions.
Leadership as a formative role between people, team and organization
Leadership plays a very special and central role within organizations. Managers are caught between the individual needs of employees, team dynamics and organizational requirements. We specifically support managers in consciously shaping this role, assuming responsibility, providing orientation and enabling development , even in the face of uncertainty and increasing pressure to change. Our systemic work in leadership development is based on the approaches of positive psychology and Martin Seligman’s PERMA model as well as Daniel Goleman ‘s emotional leadership .
Here you can find out more about our work with the PERMA model and positive psychology.
Organization as a living system with structure and culture
We understand organizations as living social systems with cultural, social and technical-instrumental dimensions. In systemic organizational consulting we consider these dimensions and their interactions in their interplay and design them in such a way that they support employees, teams and managers in their effectiveness. In line with Trigon ‘s organizational development approach, we see development as an ongoing process in which stability and change are consciously combined. This creates development that does not fizzle out, but is sustainable – for people, teams and organizations that want to grow together and actively shape the future .
Find out more about our approaches and models of systemic organizational development here.
Our systemic way of working
Our systemic work creates spaces for trust, dialog and development. Psychological safety forms the basis for this: thoughts, questions, objections and even conflicts can be expressed openly. We accompany development processes with clarity, neutrality, sensitivity and humor. Through open, solution-oriented questions and appreciative moderation, we ensure that everything that is relevant to development is heard – including quieter voices and previously unspoken perspectives, which are often particularly valuable. We work in a resource-oriented, interactive and creative way – using cognitive, visual, artistic and physically active methods that combine thinking, experiencing and acting. In this way, we promote self-efficacy, energy and shared understanding, even when dealing with complex issues and multi-layered dynamics.
Systemic attitude
With our systemic approach, we consistently focus on resources, potential and desired visions for the future.
Oriented towards solution-oriented systemic counseling according to Steve de Shazer we focus on what is already there and at work, and on how development can succeed. This approach supports people in consciously changing their thoughts and actions and developing solutions through their own efforts – in both a private and professional context.
Systemic work is also based on the insight that there is no objective truth, but rather different constructions of reality. We all interpret situations and events in our own way – and these interpretations shape our behavior. Problems are often exacerbated by repeatedly viewing them from the same perspective.
To get out of such loops, we need new perspectives and conscious changes of perspective, such as in systemic work according to Gunther Schmidt and in conflict work according to Friedrich Glasl are central.
Systemic methods enable this change of perspective through, among other things:
- the experience of desired target states
- Activating existing resources
- the conscious alternation of association and dissociation with a situation
- adopting a meta-perspective on situations, patterns and dynamics
In this way, new perspectives become possible, entrenched patterns of thought and action can be dissolved and development can be shaped again.
Your next step: Get in touch
If you would like to find out more about our systemic approach, our working methods and possible formats, we invite you to a non-binding initial consultation.
Together we will clarify your concerns, shed light on the initial connections and examine how systemic support can be sensibly organized in your context.