Change with systemic approach

To understand better our complex world , we have to think in relations .Complex problems are not caused by one reason but are created by the interrelationship between different elements and situations .We have to think in systems , and systems thinking will be a necessary competency for the future.

How can we install systemsthinking in company’s and persue them , that it will be a necessary competency for the future??

Despite lectures, case-studies and workshops , it’s very difficult to implement the change of adding systemsthinking to our analytical, logical thinking. After brainstorming with some friends, we came to the conclusion  that not only resistance against change is a stumbleblock, but also that the right people with influence are not reached !!

In general the process of  change is  implemented in a linear way:

- change plans are decided by upper management,

- communicate in cascade to everybody .

- middle management has to develop the plans

- decisions and communications are going through the different management levels .

The process is not fluent , have a lot of bottlenecks and is more a push process than a pull process.

The way  to improve this , is by taking a systemic approach!


Here some points to take in consideration

- Be aware that your organization is a open social  system , with a dynamic created by the interrelations between the different elements( humans), subsystems( teams, management, ..) and interacting with the environment.

- Define the purpose( mission, vision) of the whole system(organization)

- Define  the goal of the change:will it be a change of mission , strategy…?

- Construct a team (dynamic human system) which have a shared vision and values of openness, teamworking in order to be succesfull in achieving the goal.

- Start the implementation with the small system( network of people), able to be integrated in the bigger system( whole organization)

- The elements of that system (people) should have the following roles, and not be necessary hierarchical:

a. Having a substantial impact on the business results

b. Having a good connection with a large number of subgroups in the organization

c. Having an influence on how people are doing their daily work

d. Having credibility

-  Give the team the tools and coach them in the right mindset , so they will be able to connect with the other parts of the organization.

- Connection will be done by story’s adapted to the situation .

Using leverage points through people :

- who has the same mindsets

- who are  eager to learn

- who have  a shared vision

- who have open mindset and are believing in the change

are powerfull means to succeed in complex change programs.!

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