Organization and Relationship Systems Coaching (ORSC)
What ORSC has to offer?
Change is inevitable, constant, and necessary, and the ability to navigate change is a hallmark of systemic health. It’s essential to build up the emotional resilience in the face of change. It requires to uncover and tackle the conscious and unconscious fears, and then support in overcoming those fears.
ORSC enables teams to embrace the idea that change is a normal phenomenon – the key to systemic evolution. It also supports teams in dealing with difficult circumstances with dignity and wisdom, moving from Emotional Intelligence and Social Intelligence to Relationship Systems Intelligence.
ORSC is supporting the creation of change within an organization based on Arnold Mindell’s Process Work and leveraging change management theory. It creates the ground conditions for team and organizational resilience. It helps managing emotionally intense issues and guides through conflicts and toxic behaviours. ORSC builds upon Deep Democracy concept that all the voices of a system need to be heard and honoured. It results in increase of positivity within business through the application of appreciation loops and dream doors.
ORSC explores how to recognize and nurture the structures within a team. Often people become identified with the job they are doing, whether that job be a physical task they are performing (an “outer role” like a CEO or Teacher) or an emotional job for which they feel responsible (an “inner role” like being the peacemaker, or the one who speaks up about things). This “tagging” individuals by their roles can lead to frustrations, blame, guilt or even conflicts. Instead, the distinction between the person and those many roles that can be occupied consciously, intentionally and skilfully. Understanding the function of team structures, (for example, outer and inner roles) provides stability and helps to recognize a need for periodic change in these structures.
ORSC is an approach that builds upon strengths and talents of each individual.
ORSC facilitation leverages Relationship Systems Intelligence™ to tackle some of the common ailments that plague work environments:
Ineffective or toxic communication
Conflict avoidance and non-resolution
Low team morale or burnout
Lack of creativity and productivity
Confusion about roles within a team
Navigating through structural changes
Supporting groups become efficient and frictionless teams
Establishing a thriving work environment
It’s small steps over longer period of time rather than one bold action that brings organizations and teams what they are searching for.
Why ORSC is the tool?
Constant change is the new norm. So how can organizations create a work environment that supports complex human interactions, embraces conflict, retains valuable knowledge workers and change at the speed of light while remaining profitable and productive?
Beyond Emotional Intelligence (relationship with oneself), and Social Intelligence (relationship with other) lies Relationship Systems Intelligence™ (RSI) where the focus is on the entire group, team or system. This approach has been effectively applied in work teams and organizations with positive results.
A group, team or partnership is more than just a collection of individuals. The combined experiences, intelligences and energy form a unique and separate entity that is more than the sum of its parts. And only coaching that address the team as a whole will ensure the success.
ORSC is building co-responsibility for the outcomes and determines how the team addresses challenges. This is the key factor for the whole coaching/change process to succeed.
Humans in a relationship system gravitate to particular roles, guided by their own predilections and the demands of the situation. Revealing the roles and positions each team member holds garners deeper insights that are crucial for future growth.
ORSC also focuses on partnerships as a creative force to explore a shared vision and a strategic plan for achieving that vision. While change is a new constant, conflicts are a natural normal part of change. It’s pivotal to support and manage the conflicts when they arise. Most conflicts arise when people don’t share a vision, the first step to mitigating conflict is to be aware of those differences. It’s not easy to choose what is needed, and ORSC will help your team to turn conflicts into a powerful engine for growth.