Systemic leadership is a holistic way of managing a company. The company is viewed as a system. The path to economic success is taken in consideration of systemic principles. The systemic manager is aware of the effects and interactions of the individual elements of the system and knows how to pay attention to the laws of systemic order. He or she knows that changes, regardless of whether they are internal or external to the company, have an impact on the entire system with all its participants. This means that even minor fluctuations within a team or department have an impact on the entire company.
- Systemic Leadership
- Organisational development
- Leadership structures
- Expansion of the potential for action
- Team development
- 1:1 Sessions
- Further training
Leading systemically and developmentally means focusing on humanity, emotion and relationship while providing the system with rules (corporate culture) and boundaries and stimulating change through targeted intervention. This combination creates a highly effective perspective of leadership that is both human and performance-oriented.
Systemic leadership is a holistic way of managing a company. The company is viewed as a system. The path to economic success is taken in light of systemic principles. The systemic manager is aware of the effects and interactions of the individual elements of the system and knows how to pay attention to the laws of systemic order. He or she knows that changes, regardless of whether they are internal or external to the company, have an impact on the entire system with all its participants. This means that even minor fluctuations within a team or department have an impact on the entire company.
Leading systemically means keeping an eye on the individual – his motivation, his performance, his interactions and his relationship with the team.
Building on the insights of systems theory, systemic coaching has developed. Like systems theory, systemic coaching has a solution-oriented approach that aims to expand people’s resources and possibilities for action. The individual is not viewed independently of his or her environment, but is embedded in a holistic environment consisting of interactions.
- Team development
- conflict solution
- problem solution
- Performance maximisation
- Development measures
- Case reviews
The aim of team coaching is to improve the performance of the team. The impetus for using teaching coaching is usually a problem or conflict in the team. Common causes of conflict are
- unfair distribution of work-load
- lack of systemic order
- excessive demands
- unclear tasks
Conflicts in the team cause a reduction in performance and motivation, sick leave and thus high costs for the company – representative studies show annual conflict costs of 500,000€ in companies with less than 1000 employees.
The goal of team coaching is to improve team performance.
This is usually a medium or longer-term process.
With regard to teams, the task of the systemic coach is to identify the causes of team conflicts and the associated conflict costs that a company is confronted with. Based on systems theory, the systemic coach looks at a team in terms of the systemic order, identifies causes and mechanisms, patterns and behaviours for existing conflicts and works out a resource-oriented solution strategy together with the team members.
The path of the solution thus becomes a resource and the same or similar problems can be solved independently from then on.
Employee Counselling | EAP
- Psychological counselling and solution-oriented support for psychological complaints, personal problems or states of stress, sleep disorders and mental overload
- Advice on internal company career issues
- Clarification support / conflict resolution in conflicts with colleagues, managers or in the private sphere
- Crisis and emergency assistance Support in personal crises and/or processing stressful events
- Counseling for partnership and/or parenting problems
- Psychologically relieving counselling in dealing with relatives who are ill or in need of care
- free of charge for the employees
- annual flat rate for the company
An EAP is a worksite-based program designed to assist organizations in addressing productivity issues and employees in identifying and resolving personal concerns, including health, marital, family, financial, alcohol, drug, legal, emotional, stress, or other personal issues that may affect job performance. (Employee Assistance Professionals Association, 2003).
Impairments of mental well-being can lead to serious mental and physical illnesses in the long run. But even before this happens, the resulting loss of motivation and performance causes considerable economic losses due to
- Sick leave
- employee turnover
- Reduced performance
Chronic overwork and stress lead to mental and psychosomatic illnesses such as depression, anxiety disorders, burnout, back pain, tinnitus or cardiovascular diseases.
97% of all large companies with more than 5000 employees offer their employees an Employee Assistance Programme, in the sense of prevention instead of aftercare.
External employee counselling has also proven its worth in German-speaking countries and is being offered to employees by more and more companies as a measure of workplace health promotion. This is a preventive short-term counselling in the sense of “help for self-help”, in which work-related but also private concerns can be discussed – everything that puts a strain on the employee and limits his or her performance at work. The aim is to provide employees with uncomplicated ways to find help and relief.
Through an Employee Assistance Programme, stressed employees receive support. This can improve health and performance and strengthen employees’ skills and resources. At the same time, the efficiency and profitability of the company increases. In the medium term, absenteeism and thus costs can be reduced through psychological employee counselling.
An EAP is thus support for employees and the company.
- Increase in performance and productivity
- Reduction of absenteeism and presenteeism
- Lower fluctuation
- Increased health, satisfaction, motivation and performance
- Qualified employee counselling has been proven to lead to a significant improvement in the situation of 75.2% of the clients.
Free of charge and without obligation
Stocktaking: what are the problems? Which solution steps are suggested?
Leadership coaching, team coaching, employee counselling – combination or individually
Conclusion of contract
Management coaching and team coaching are individual services.
Employee counselling is offered as an annual flat rate.
We evaluate after 6 and 12 months – what has changed? What improvements have occurred, where is there still a need for action?