The Coaching Cure for Coronavirus

Whilst Coronavirus has rendered many thousands ill and left deaths in its wake, so too has it brought many governments, economies and organisations to their knees. Many organisations are grappling with the complexity of pivoting business models, realising the difference in working online versus enabling digital transformation and are still trying to apply twentieth century band aids to what are challenges and levels of complexity unforeseen. Indeed whilst many organisations have pivoted to adapting to today, they have not dared to consider the future prognosis.

There are a number of observations to be made from the World’s experience with Coronavirus and none so obvious but to identify that the world has moved beyond the time when major challenges could be met by the great individual leader.

So whilst Health Organisations, doctors and various institutions work on potential vaccines for the virus, what is the cure for organisations suffering from its effects? We are going to be so bold as to say perhaps not the cure but certainly the best way to build organisational immunity to volatility lies in courage, collaboration, collective purpose, high performing teams, unlearning & learning, future-back inside-out thinking and coaching to tie enable and empower. In a world disrupted and unprecedented the most successful organisations are utilising Systemic Team Coaching or Systemic Team Coaching principles. So why consider this when you feel as though you’re just trying to stay afloat?

In a unprecedented world Systemic Team Coaching

1….harnesses the power of high performing teams as the biggest asset to any organisation

The world is of such complexity, and of continuous, fast-moving and volatile change, that leadership is beyond the scope of any individual (no matter how confident) and requires more effective collective leadership and high-performing leadership teams

Prof Peter Hawkins, Professor of Leadership Henley

High performing teams make around 20% more money for their organisations and recent International Coaching Federation (ICF) research conducted prior to the CoVid19 outbreak. That figure now is likely to have increased and high performing teams are fast becoming the new gold.

2….takes a future-back, outside-in approach

The greatest delusion of leadership is thinking that current trend lines will continue or even be reversed. This occurs even now where some leaders may be caught in a desire to return to “normal”. This is where future-back, outside-in approach becomes useful to consider the needs and desires of ALL stakeholders involved (not just customers) and to consider how the future might and could change again. By thinking of multiple scenarios, this way of thinking opens up a new conversation and an array of possibilities.

3….contextualises learning for continuous development

There is evidence to suggest that less than 10% of classroom learning is retained and in a world of Zoom that may be even less. In the continuously shifting a consolidated approach working with senior leadership teams within their environment is far more effective. Team members act as a mirror, challenger, trusted advisor and sometimes critic to generate new ways of thinking and working through facilitation by the coach. Essentially all challenges are worked with, within context and not as an aside as may happen with learning or some more traditional types of coaching.

4…..focuses on connections

Systemic Team Coaching looks more broadly at the influences outside of the team group that may be impacting and should be influencing performance. The result of this approach is development of the skills and self-awareness to work at depth across the whole organisation, with a more collaborative, stakeholder-oriented focus.


Want to see how to utlise the principles of Systemic Team Coaching to formulate a new strategy or pivot your business? Download our latest Playbook “Through the Lenses” designed to help organisations and leaders transition and transform through and post CoVid19.

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