Organizational & Systems Coaching for Transformational Change

Why Systems Coaching Works (the Research)

• Organizations are systems, not collections of parts—focusing only on individuals limits change potential.
• Relationship Systems Intelligence (RSI™)and ORSC™ methodologies equip leaders to work with “the relationship with the system” (the Third Entity™) rather than just interpersonal dynamics.
• Google’s Project Aristotlefound psychological safety—a systems-level dynamic—to be the #1 predictor of team effectiveness.
• McKinsey researchlinks system-level leadership behaviors to better performance, engagement, and agility.
• Meta-analysesshow coaching (especially systems coaching) drives measurable improvements in collaboration, well-being, and strategic execution.

What You Can Achieve

• Enhanced systemic clarity: how all parts of your Organization interrelate, where friction and blockage live, and how to redesign for flow.
• Stronger collective leadership: enabling shared ownership, distributed influence and collective intelligence across functions and levels.
• Aligned structures, processes and norms: ensuring what you design (roles, decision-rules, operating rhythms) matches what you want (agility, transparency, innovation).
• Culture of resilience: systems that adapt, self-correct and regenerate, rather than depend solely on individual hero-leaders.
• Tangible results: faster decisions, more agile responses, improved stakeholder alignment, reduced silos and clearer accountability.

The ELF Approach

Our organizational coaching engagements focus on creating alignment between leadership vision, team collaboration, and organizational culture. Through structured reflection, dialogue, and action planning, we help organizations shift from reactive problem-solving to proactive transformation.

The result is a culture that adapts quickly, communicates effectively, and stays grounded in shared purpose.

Our Coaching Programs Address Common Challenges

• Silos and misalignment across departments and leadership levels
• Declining employee engagement and trust
• Resistance to change and lack of collaboration
• Leadership fatigue and communication breakdowns
• Limited innovation and slow decision-making processes

Each coaching journey begins with a clear understanding of your organization’s goals, culture, and current dynamics. We co-design the engagement with leaders and key stakeholders to ensure relevance and measurable outcomes.Sessions combine reflection with real-time application, helping leaders and teams translate insight into meaningful action.

Using system-based methodologies, we work to strengthen emotional intelligence, collective ownership, and cultural alignment across the organization. As these elements take root, they create ripple effects that enhance performance, strengthen relationships, and sustain transformation long after the engagement ends.

Program Outline

Discovery & Diagnostic

• Stakeholder interviews, systems mapping and relational field scan to surface hidden dynamics.
• Baseline metrics (e.g., decision cycle time, stakeholder alignment scores, strategic initiative progress).
• Co-design of success criteria, focus areas and coaching rhythm.

Design & Engagement

• Tailored program which may comprise of:
  • One-on-one leader coaching (for system influencers)
  • Group system-coaching sessions (leadership teams or broader cohorts)
  • Live system-workshops where real work is done and coached in context
  • Action-learning sprints to implement structural, relational and behavioral shifts

Embed & Review

• Operating agreements, decision-rules, feedback loops, roles and process refinements embedded.
• Mid-point review and end-point review against success metrics.
• Sustainability plan: internal capability-building, peer coaching, system monitors.

Sample Journey

• Month 1: Discovery & mapping
• Month 2-6: Design + leadership coaching + system sessions
• Month 5-6: Review, hand-over and sustain / scale

Who It’s For

Organizations in transition, transformation or growth mode:

• Enterprises navigating digital disruption, culture change, mergers, new business models
• Leadership teams or functions that recognise the system (not just individuals) is the barrier or lever
• Organizations that want sustainable behavioural and structural change, not just a quick fix

Evidence & Proof Points

• According to the Institute of Coaching, 80% of people receiving coaching feel increased self-confidence, and over 70% saw improved work performance, relationships and communication. instituteofcoaching.org
• Systems-thinking improves team and Organizational outcomes by shifting focus from parts to whole. Leadership Tribe US
• Coaching cultures correlate with higher Organizational agility and performance. eimf.eu

Frequently Asked Questions

What is “systems coaching” vs “executive coaching”?
Systems coaching works at the level of the Organization or system as the client—not just the individual leader. It attends to the web of relationships, structures and patterns that shape performance.

How do you measure impact?
We define 3-5 key metrics at the start (e.g., decision-making speed, stakeholder alignment score, strategic initiative progress). We measure baseline → mid-point → endpoint, and report with a dashboard.

Who participates?
Typically senior leaders + core team functions + sometimes key stakeholders. The exact configuration is co-designed.

How long does it take?
For meaningful system change: 6-9 months is typical. Shorter bursts can work for focused interventions, but deep systemic embedding requires time. This can coincide with organizational development and transformation efforts within the organization

Is it disruptive?
Change can feel disruptive—but our design-principled approach ensures that the work happens in context (live work) and is aligned to business rhythms, to minimize distraction.

Ready to transform your Organization from the inside out?
Book a discovery call to explore how ELF’s Organizational & Systems Coaching can help you build an adaptive system that thrives in complexity.