Systemic Leadership

Explore the theory behind leadership and management and define what makes a leader today. Trace leadership concept evolution, including transactional and transformational styles, and generational differences toward systemic leadership.

Examine leaders to uncover core leadership competencies like clear communication and a compelling vision. See how empowering others, leading by example, and staying open to opportunities distinguish leaders from dictators.

Leaders appear wherever people pursue a common goal, from business and sports to religious groups and schools, bringing competencies, uniting teams, and sustaining communities.

Define leadership through common sense and measurable outcomes like revenue and a satisfied, open feedback culture. Reflect on failure and adapt with transparent communication during crises.

Explore the history of systemic leadership from behavioral theorists in 1914 through contingency, transactional and transformational models, to collaborative and data-driven approaches shaping virtual leadership with new challenges and opportunities.

Compare theory X and theory Y as McGregor presents how managers view employees and motivation. The X approach emphasizes control and supervision, while Y promotes self-motivation, drive, and trust-based leadership.

Contrasts transactional and transformational leadership, transactional being extrinsic with short-term rewards; transformational emphasizes intrinsic value, long-term development, and contribution, with transformational currently more desired across contexts.

Explore authority, democratic, and laissez-faire leadership styles and how they shape team dynamics, goals, and effectiveness at different maturity levels.

Explore the dimensionally oriented concept by Tosh and Tosh, mapping four leadership styles: cooperative, authoritarian, laissez-faire, protector, across emotional warmth and steering control, with self-assessment applications.

Engage with the situational leadership model, featuring directing, coaching, supporting, and delegating, aligned with follower maturity—unable to work, unable but willing, and able and willing—and adaptable to followers and departments.

Explore management by concepts, focusing on management by objectives where a shared goal cascades from the CEO to individuals, driving extrinsic motivation through goals, monitoring, feedback, and annual appraisals.

Examine diverse generations, including baby boomers, Generation X, Generation Y, millennials, Generation Z, and Generation Alpha, and learn to adapt leadership through teamwork, regular feedback, and workshops.

Explore the foundations of systemic leadership in online courses, focusing on teams, commitment, authenticity, and soft skills. Develop competencies through self-assessment and apply human resources insights to leadership practices.

System theory shows that in networked systems, limited interventions have unlimited effects on the individual and social environment, due to interconnected parts and proper questions guiding change.

Adopt the systemic attitude by asking questions, cultivating curiosity, and enabling autonomy to support teams in sustainable leadership rather than delivering quick fixes.

Discover how constructivism underpins systemic leadership by showing leadership emerges from collaborative interaction, while reality is observer dependent and perception shapes problem interpretation.

Adopt a person-centered systemic approach that focuses on the whole system and the person, uses root-cause analysis, and follows a solution-based development process rather than consulting on specific topics.

Explore how systemic leadership delivers consultancy services by integrating explicit roles with implicit functions, mediating, building networks, and applying personal leadership experience through a neutral systemic approach.

Distinguish teams, groups, and the organization, and align individual goals with the project's main objective. Understand how different structures influence leadership, organizational behavior, and daily work.

Leaders embody lifelong learning, courage to stand up for what you believe, open mindedness, and adaptive, transparent use of experience to learn from failures and guide innovation.

Explore the area of competencies a systemic leader should bring, including technical and interdisciplinary knowledge, individual and social skills, and self-assessment and development methods.

Explore essential soft skills for systemic leadership, including empathy, openness, cooperation and networking, plus persuasion and proactive determination to observe, assess, and solve problems in a team context.

Explore interior and exterior view to assess intrinsic motivators and external management skills; use a simple tool to reflect on what drives the person and their resilience in their job.

Explore systemic questions that shift focus from root causes to future goals, generating new information and ideas by asking unconventional, solution-oriented questions.

Assess team dynamics with a systemic self-assessment, considering team constellation and soft skills. Explore the 16 personalities and Belbin roles to inform team arrangement, feedback, and reflective practice.

Explore how inner values shape leadership and team culture, and how diversity and inclusion affirm every person's place and value within the company.

Leaders foster positive change while motivating responsible contribution, balance ambition with burnout prevention, and drive systemic collaboration to anticipate problems and lead proactively in crises.

Explore leadership development as a core competency, differentiate organizational development from individual growth, and examine management tasks and roles, personnel selection, assessment centers, coaching, and talent management, including coaching traps.

Distinguish coaching from management development with a systemic approach; executive coaching solves specific problems, while management development builds skills through diagnostics, milestones, and appraisal feedback for career progression.

Explore how management tasks center on organizing, delegating, and personal development to empower teams in traditional and virtual environments. Learn to lead with analytical, objective decision making and clear control.

Explore Mincberg's ten management roles across interpersonal, information, and decision domains, including figurehead, supervisor, network, radar screen, speaker, innovator, problem solver, resource allocator, and negotiator.

Define job criteria and decide internal or external hires, apply blind screening, conduct interviews and tasks, and use diagnostics to select the best fit.

Assess candidates with structured, objective diagnostics, using cover letters, cvs, references, work samples, simulations, and behavioral interviews to reduce biases and reveal true potential.

Explore assessment centers as a selection method for managers, using stress-tested simulations, group tasks, and real-time evaluation to reveal candidates' true readiness.

Learn to apply a two-criteria assessment (criteria and observed behavior) in a neutral selection process, evaluating communication, sovereignty under stress, explaining actions, and accepting feedback.

Explore hearing as a common selection method where a candidate faces HR and executives, answers questions, and completes role-play scenarios with feedback, leading to a final decision.

Explore hearing sample questions used in a systemic leadership context to assess a candidate's long-term thinking, professional development, vision alignment with company goals, leadership style, and motivation under pressure.

Explore how daily leadership uses coaching for individual improvement and crisis, both personal and collective, using targeted coaching, team workshops, and transparent communication to solve problems.

Learn how talent management helps organizations attract and retain employees amid the war of talents, and how human resource development, remote work, and employer branding secure future leadership.

Systemic leadership reveals traps in management coaching, such as fixing others' problems, egocentric motives, blurred boundaries, and hubris. It emphasizes transparent, supportive coaching that expands the circle of influence.

Explore how to apply a systemic point of view to daily leadership routines, evaluate the whole organization, and act as a systemic leader using practical models and taking initiative.

Orient leadership from a systemic point of view by setting six, twelve, and twenty-four month goals, and prioritizing talent management, on the job training, and holistic, inclusive engagement.

Re-evaluate the organization and your role to adapt leadership behavior and culture for a global, remote workforce. Develop precise, scheduled action plans and self-assessment to align people and systems.

Explore related leadership content within systemic leadership, emphasizing holistic management, daily habits and feedback, leadership principles, system thinking, and organizational design for modern work environments.

Adopt a systemic, initiative-led mindset by taking responsibility for the process, avoiding blame, enabling others with resources, and modeling transparency when outcomes miss expectations.

Lead with sustainable, long-term goals by listening to employees, understanding the big company picture, and making daily 1% improvements that future leaders can inherit.

Discover the gas model for systemic leadership, a simple, general, accurate framework that keeps things practical and avoids overcomplication in organizational systems.

Conclude this online course on systemic leadership with thanks, invite questions via email, and share documents to foster exchange and opportunities for future courses.