Navigating Alignment in Coaching and Leadership: Insights from a Systemic Perspective
Running a coaching business has been a masterclass in complexity
It’s not simply about delivering impactful sessions or building a client base—it’s about operating within, and often navigating, overlapping systems. These systems are dynamic, unpredictable, and occasionally chaotic. As a systemic coach, I’ve learned to embrace this complexity rather than resist it. Leadership, coaching, and indeed life, require the ability to step back and see the broader picture—a lesson that emerged most clearly during a pivotal moment in my journey.
The catalyst was a deceptively simple question posed by a trusted mentor: “Are you building a life and business aligned with your core values, or are you simply responding to the demands around you?” At the time, I was entrenched in the operations of my business, focused on growth and output. That question forced me to pause. Was I operating with intention, or was I merely moving at the pace the world demanded? The answer reshaped not only my perspective but my approach to coaching and leadership.
Understanding Systems: Beyond the Immediate
In systemic coaching, the focus extends far beyond surface-level concerns. Individuals, teams, and organizations do not exist in isolation; they are shaped by a web of relationships, structures, and dynamics. This perspective allows us to address not only immediate challenges but the root causes that often remain hidden in the broader system.
I recall working with a senior leader who was fixated on resolving a recurring conflict within their team. On the surface, it appeared to be a simple case of miscommunication. However, as we explored the dynamics, it became evident that the real issue lay in the unspoken assumptions and competing priorities embedded within the team’s structure. By addressing these systemic elements, the leader didn’t just resolve the conflict—they transformed the culture of the team, creating a foundation for sustainable collaboration and growth.
This principle applies universally. Whether in coaching individuals or facilitating teams, the systemic lens shifts the focus from symptoms to underlying dynamics, enabling solutions that resonate far beyond the immediate.
Leadership as Influence, Not Authority
Leadership, often viewed through the lens of authority and control, is far more nuanced and relational. In my work, I’ve found that the most effective leaders are those who understand their role within the system and embrace their influence as a steward rather than a commander. Leadership, at its core, is about creating environments where individuals and teams can thrive, aligning their efforts with a shared vision.
One client—a driven and highly accomplished executive—came to coaching feeling overwhelmed and disconnected from their team. They believed their role was to carry the weight of every decision, every challenge. Through our work together, they began to see leadership as a collective endeavor. By trusting their team, delegating effectively, and focusing on building relationships, they not only lightened their own burden but unlocked the full potential of their organization. Their transformation illustrated the profound impact of shifting from a mindset of control to one of collaboration and trust.
The Significance of Relationships
At the heart of both coaching and leadership are relationships. They are the connective tissue that holds systems together, the channels through which influence and understanding flow. Yet, in an age of rapid communication and relentless demands, relationships are often reduced to transactional interactions.
Systemic coaching emphasizes the importance of authentic connection. It requires us to examine the dynamics of our relationships—not as isolated exchanges but as reflections of the larger systems we inhabit. In my practice, I’ve seen how addressing relational dynamics can unlock profound transformation. For instance, a team grappling with dysfunction may not need a new strategy but a deeper understanding of the relational patterns that shape their interactions. When these patterns shift, the entire system shifts with them.
Legacy as a Living Process
Legacy is often framed as something static—a final mark left behind. I see it differently. Legacy is not about the end result; it is about the ripples created through everyday actions and decisions. It is a dynamic process, unfolding in real time and deeply embedded in the systems we influence.
For me, legacy is found in the alignment of my work with my values. It’s in the moments when a client reconnects with their purpose, when a team finds cohesion, or when a leader steps into their role with clarity and authenticity. These outcomes may not always be visible or measurable, but their impact is undeniable. They contribute to the long-term health and growth of the systems we touch.
Points for Reflection
How often do you step back to view the systems you are part of in their entirety, rather than focusing solely on the immediate challenges within them?
Are your leadership practices fostering environments where others can grow and collaborate, or are they reinforcing structures of dependency and control?
How do your relationships reflect the larger dynamics of the systems you engage with? What patterns are emerging, and what might they reveal?
Are your actions aligned with the values you wish to embody, or are they shaped by the external pressures of the moment?
What kind of legacy are you creating in your daily work? Are you contributing to systems that will continue to thrive and evolve beyond your direct involvement?
Systemic coaching continually reminds me that alignment—whether in leadership, relationships, or purpose—is not a destination but a practice. It requires us to navigate complexity with humility and to approach each moment with a sense of curiosity and responsibility. The insights gained through this practice are not always immediate, but their impact is profound, shaping systems and lives in ways that endure.