What is systemic solution-oriented Coaching?
Systemic Solution-Focused Coaching (SLC) is a coaching approach that focuses on identifying and implementing solutions to current challenges and problems.
Systemic solution-focused coaching does not consider a leader in isolation.
Decisions, behaviour and conflicts arise within a context of roles, relationships, expectations, rules, power dynamics, experience and organisational patterns. Anyone seeking sustainable change therefore needs to understand both their own perspective and the interactions within the wider system.
Working in a solution-focused way does not mean ignoring problems. It means understanding them to the extent necessary to enable meaningful and sustainable change — and then focusing purposefully on resources, possible courses of action and concrete next steps.
Systemic
“Systemic” refers to understanding phenomena within their wider context and the interactions that take place within a complex system.
A leader can change their own behaviour. However, they cannot act independently of their environment.
We therefore ask questions such as:
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Which roles and expectations are influencing the situation?
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Who is directly involved or indirectly affected?
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What interests and dependencies are at play?
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Which behavioural patterns keep recurring?
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What is maintaining the current situation?
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What impact does the person’s own behaviour have on others?
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Which changes would the system support or resist?
A systemic perspective broadens the view.
What initially appears to be a personal deficit may, for example, turn out to be an unclear role, a contradictory mandate or an unresolved governance issue.
Solution-oriented
“Solution-focused” refers to an approach that concentrates on identifying and implementing solutions to current problems and challenges.
A solution-focused perspective looks not only at causes, but also at the change the person wants to achieve.
Typical questions include:
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What should happen instead?
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How would you recognise a concrete improvement?
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What is already working, at least to some extent?
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When is the problem less pronounced?
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Which resources or past experiences could be used?
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What would be a small but meaningful next step?
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Who would be the first to notice the change?
This turns a general intention such as “I want to become a better leader” into a clear and observable direction for development.
Coaching
"Coaching" consists of structured conversations between a coach and a coachee, or client, on professional and, where relevant, personal topics. Its aims include developing competencies, strengthening self-reflection and resolving conflicts.
The coach does not make decisions on the client’s behalf.
Instead, the coach structures the reflection process, asks questions, mirrors observations and supports the client in exploring different perspectives and possible courses of action.
Responsibility for goals, decisions and implementation remains with the client.
This principle is particularly important when working with leaders: coaching should not replace their decision-making capacity, but strengthen it.