Systemic Coaching the complete course

Adopt a person-centered, solution-based approach in systemic coaching. Support clients by accompanying them to solutions within the advisory system and the home system, focusing on professional goals.

Explore coaching as a consultancy service by examining three core areas—role, person, and function—and how neutrality shapes typical cases, including career planning and personal issues in business.

Identify target audiences for systemic coaching—managers and media leaders, professionals facing career changes, and those with career challenges—then guide junior project managers through the unthinking process and creative thinking process.

Systemic coaching occasions reveal main coaching locations and topic distribution. It highlights conflicts, management functions, personal development, and work-life balance, guiding transparent solution exploration for counterparts.

Systemic coaching adapts to four settings: individual coaching, company coaching, group coaching, and development coaching. Identify one-on-one focus, work-related contexts, occasional group work, and restructuring and firing decisions.

Distinguish organizational development, organizational behavior, and personal development within systemic coaching, and learn how culture, mission, vision, and group dynamics shape coaching practice.

Identify the differences between teams, groups, and organizations to tailor coaching interventions. Distinguish group dynamics from team collaboration and organizational responsibilities for effective systemic coaching.

Explore humanistic psychology in coaching, emphasizing patient tempo, flexible working hours, and time management to foster sustainable, creative thinking and productive detours.

Identify coaching traps and patterns in practice, such as loss of neutrality, the doctor-patient mindset, hubris, and over-chatting, and guide clients toward their own sustainable solutions.

Explore the history and core pillars of systemic coaching, including system theory, constructivist views, ethics, and the three pillars, while noting that practitioners do not give advice in this approach.

Tracing the origins of the systemic coaching approach in psychology and sociology, the lecture introduces the two-chamber Milan model and emphasizes feedback as foundational.

Explore constructivism in systemic coaching, where there is no reality without an observer and no objective environment independent of us, and see how each person builds their own world.

Explore autopoiesis as a core principle of systemic coaching, emphasizing self-organization and the coach’s supportive role to enable autonomous, sustainable solutions.

Systems theory uses a gear metaphor to show that rotating one part moves the system, and limited interventions have unlimited effects while impacting both individuals and system, defining systemic coaching.

Explore the systemic attitude in coaching, focusing on appreciation, equality, and a solution-oriented mindset. Learn to use creative interventions, resource orientation, circularity, actionable questions, and simplifying complexity to foster change.

Explore systemic coaching and why coaches should avoid imposing their solutions. See how a systemic approach can yield sustainable outcomes for Rakoczy, avoiding a mixed solution-based bias.

Differentiate the advisory system from the home system, emphasizing the advisory system in the professional business context with the client, and use home-system exercises within a systemic coaching framework.

Explore the competencies and internal psychic processes of a systemic coach, identifying trigger points and how expectations, feedback, and conflict culture shape coach-client conversations.

Develop and refine coaching social skills through self-awareness, social diagnostic sensing, adaptive conversations, teamwork, and online communication, guided by process management and the systemic loop.

Explore how coaching dynamics between the coach and client are shaped by internal psychological processes. Discover how perception versus interpretation, body language, and language triggers influence neutral, professional coaching.

Foster a constructive feedback culture by taking responsibility as a coach for giving and receiving feedback, creating an open coaching atmosphere, and inviting post-session feedback to improve.

Establish a good conflict culture in coaching sessions by defining what is allowed, minimizing blaming and violence, and guiding focus toward productive discussion.

Explore the contract in systemic coaching, focusing on order clarification, initial client contact and interviews, defining goals with smart goals, and covering legal aspects in the coaching contract.

Explore a first contact with systemic coaching through a negative example, showing how unclear contracts and missing background transparency hinder growth, and why upfront communication supports a resource-oriented, solution-based approach.

Initiate coaching by clarifying reasons, expectations, and circumstances during the initial contact, prefer phone conversations for richer information, and prepare a checklist to guide questions and next steps.

Learn how to conduct the first interview as a self-employed or company-based coach, and set clear terms on sessions, cancellations, and pricing for a private, open client environment.

Clarify the coaching order with a clear process, setting objectives, indicators, and costs. Define the consulting steps, agreements, expectations, cancellation policies, and signatures to guide sessions and transfers.

Examine whether the coachee always knows the topic and show how coaches use an as-is to-be state model, visualized on flip charts, to map problems and interventions.

In systemic coaching, define goals by aligning them with the current status quo, testing realism and time horizons, and ensuring motivation, feasibility, and home-system support through option thinking.

Draft and finalize a coaching contract by outlining advisory scope, responsibilities, goals with indicators, cancellation terms, costs, and potential follow-ups.

Define goals in coaching by clarifying what you want to achieve by the end of the session and the changes if the problem were gone.

Explore how smart goals function as a coaching instrument by defining specific, measurable, attainable, relevant, and time-bound targets, with big goals broken into small, measurable steps and feedback.

Explore systemic conversation within the systemic theory, covering coaching dialogue, how to set up coaching sessions, arrival in coaching, and the power of questions and empathy in coaching.

Learn how to structure a coaching session from arrival to ending, defining goals, exploring with resource questions, testing hypotheses, implementing interventions, and reflecting for future sessions.

Begin coaching with a two to three minute arrival method, using pictures to express mood, describe why you chose them, and tailor the session to mood and tension.

Practice purposeful communication in coaching by asking one open question at a time, listening for answers, using silence, and staying on track to reveal the big picture.

Develop empathy through perspective-taking, not judging, and emotion perception to actively listen and support your counterpart in a secure coaching environment.

Explore the systemic loop, the instrument of systemic coaching, guiding observation and exploration questions to form a hypothesis, visualize on a flip chart, and apply creative interventions in coaching sessions.

Identify the difference between perception and interpretation in systemic coaching by describing data neutrally and turning snapshots into neutral facts during a photo exercise.

Active listening in coaching centers the counterpart, using paraphrase, empathy, and reflection of feelings, while capturing subtext, observing body language, and maintaining silence to foster an open atmosphere.

Systemic coaching defines a problem as the gap between actual state and target, shaped by complex communication and changing dynamics, with the coach guiding clients to workable solutions.

Develop hypotheses in the systemic environment as useful, truth-independent claims guiding coaching interventions. Break down complex issues, separate emotions from data, and test perspectives to refine hypotheses.

Explore questioning techniques in this chapter, outlining types of questions as deliberate interventions in coaching sessions, with practical and unstructured approaches for coaching kids.

Explore systemic questions that convey implicit messages and shift focus from problem causes to future goals, using paradox, neutral prompts, and examples like what would a colleague say.

Explore implicit meaning in questions within a communication model, revealing multiple interpretations and guiding coaching through feedback, body language, and goal-oriented conversations.

Explore circular questions as a coaching tool that shifts perspectives, surfaces feelings and concerns, and invites others into the thinking process to generate new ideas.

Explore scaling issues, or killing questions, as a coaching tool to name feelings, measure progress, and make differences visible using 1–10 scales.

Explore exploratory questions in systemic coaching through a practical structure that helps gather information, identify what matters, and use open questions to describe the problem and involved parties.

Learn to use solution-oriented questions to shift coaching conversations from problems to solutions. Explore prompts like one wish, changes over time, and who benefits from conflict to unlock growth.

Master the miracle question within a solution-based coaching approach to stimulate hopeful changes, inviting open-minded, imaginative thinking and a focused one-question per session.

Explore paradoxical questions to provoke cognitive processes, break coaching blockades, and reveal new perspectives. Use one-to-two question timing, reverse psychology, and scenario-based prompts to stimulate creative solutions in coaching sessions.

Classification questions guide coaching by ranking outcomes to reveal priorities, who would be happy, and how changes influence participants, informing targeted interventions.

Consensus questions resemble classification questions but differ in design, provide information about correlations, and give coaches the chance to ask further questions and help identify who agrees or disagrees.

Ask the final question to gather information and feedback on coaching and assess hypotheses and interventions. Reflect on difficulties and easy points to adapt future sessions and improve coaching design.

Define intervention as a shift in thinking that creates an open mindset and expands options for action through a planned implementation and follow-up in the home system.

Reframing teaches coaching practitioners to shift focus from prior experiences and negative interpretations to new options for action, honoring context, scope, and communication to foster positive outcomes.

Identify exceptions to problems to help coaches gather information, detect patterns, and shift thinking toward solutions by addressing interruptions, triggers, and personal change.

Externalize the problem by assigning it to an object and talking to it. Visualize distance and closeness to gather information and identify solution resources.

Externalise a symptom like fear or stress by testing hypotheses with creative representations like a flip chart. Use circular questions to link context and implement outcomes in the home system.

Apply the restriction model in systemic coaching to show clients they cannot change others. Appreciate the problem, review past attempts, and pursue a second-best goal such as improving team communication.

Using the restriction model, coaches assess if a manager's behavior can change, using a zero-to-ten rating and home-system feedback to set goals and propose best or second-best solutions.

Apply the restriction model in systemic coaching to identify micro changes that improve your work situation and reduce burnout, using a zero-to-five assessment and practical scaling.

Learn the four sides model of communication and how factual information, self-revelation, appeal, and relationship influence coaching messages, including body language and tone, to improve interaction.

Explore the four sides of communication in coaching, including factual information, self-revelation, appeal, and relationship, and visualize how sender and body language shape meaning.

Explore how to create an effective coaching setting by leaning toward an open, table-free setup with two chairs, and consider walking outside for confidential, focused conversations.

Explore the two sided model for navigating inner conflict in coaching by transparently balancing evolving career goals with coaching constraints, adjusting agreements, and applying small or large interventions.

Use playful elements to simplify complex coaching situations and help clients express themselves. Apply tangible figures, circular questions, and perspective shifts to reveal differences in behavior and gather deeper insights.

Use paradoxical interventions to break blockades and spark fresh ideas by asking the coachee to do the opposite of expectations, then guide worst-case visualization and reflection.

Learn the best of three people intervention to coach communication in the home system, merging three mentors into a superhero to guide responses in difficult situations.

Place the coach at the center of a professional roadmap and visualize people on a flip chart to simplify complex projects and assess proximity, influence, and shifts in outcomes.

Learn how to apply SWOT analysis in coaching to help analytical clients explore strengths, weaknesses, opportunities, and threats through visualization and structured reflection.

Discover the Walt Disney method to generate ideas by moving through three perspectives—dreamer, maker, and critic—using room setups or labeled cards to gather insights and plan interventions.

Explore the drama triangle from transactional analysis, identifying victim, rescuer, and persecutor roles in team communication and how awareness of these patterns improves group dynamics.

Identify all involved persons in conflicts and maintain a neutral position as coach, victim, persecutor, or rescuer within the drama triangle, using trauma training to reveal conversation patterns.

Set clear borders in coaching to protect your well-being and professionalism, recognizing limits, handling disrespect, and choosing interventions that fit you while knowing when to pause or end coaching.

Try new interventions and gather feedback to grow as a coach, recognizing success empowers and timing may affect delivery, while literature and other opinions enrich preparation for coaching cases.

Explore the definition, recognition, impact, and benefits of conflicts in coaching, learn how conflicts escalate and how to de-escalate, and review models and methods to implement in your coaching practice.

Define conflict as incompatibility in feeling and thinking that narrows perspective to self-interest, arising between two parties or within one person, and guide interventions through transparent communication.

Make conflicts visible to reveal problems, drive necessary change, and spark creative, solution oriented actions through coaching, enabling decisions and post-conflict review.

Identify hot and cold conflicts in coaching, where hot conflicts involve overt anger and rage, and cold conflicts are passive-aggressive and covert, demanding questioning techniques and distance.

Identify key causes of workplace conflict using a systemic loop of observation, hypothesis, intervention, and outcome, from misunderstandings and trust issues to restructuring and cultural differences.

Explore conflicts from a systemic perspective by shifting to solution based thinking, focusing on future goals, neutral interventions, and trust in group solvability to co-create sustainable strategies.

Explore Friedrich Glassell's escalation model, a nine-step framework divided into win-win, win-lose, and lose-lose phases, with coaching strategies to assess conflicts and intervene before violence or lawsuits.

Clarify conflicts by letting individuals describe the issue, set goals, and develop a group strategy with neutral, confidential rules. Promote transparency and commitment to foster constructive, solution-oriented coaching.