5 Roles Of A Systems Leader In Driving Organizational Change

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5 Roles Of A Systems Leader In Driving Organizational Change

By Thomas Lim | Forbes Magazine | October 2, 2024

Extractive Summary of the Article | Listen

At this time of the year, many organizations are drafting their work plans for the year ahead. During this season, numerous change projects are being birthed in service of the grand strategic vision. For each approved initiative, resources are allocated and a project team is formed. While this might work for standalone projects, increasingly, dealing with complex external environments and internal structures means that organizations must adopt a systemic view of the whole.

This means that driving organizational change is more than just the sum of all “change projects.” It requires teams that are adept at navigating complexity, fostering collaboration and sustaining momentum. The concept of systems leadership offers a powerful framework for guiding transformational change, focusing on five key roles:

1. Steward: Building Confidence By Leading From The Emerging Future.  In the context of organizational change, stewards play a critical role in maintaining alignment between the transformation efforts and the organization’s overarching goals. They ensure that every strategic initiative or pivot aligns with the core values, thereby safeguarding the organization’s integrity even as it evolves. For the transformation team, having a steward means there is always someone who can articulate why the change is necessary and what need the change is addressing—anchoring the team’s efforts in a broader purpose that motivates and inspires.
2. Theory Builder: Building Consensus By Concretizing Theories.  In a transformation team, the theory builder helps build consensus by grounding discussions in well-developed hypotheses that can be tested and validated with evidence. This role is essential for ensuring that change initiatives are not based on whims or untested ideas but are instead rooted in a deep understanding of organizational dynamics. By doing so, theory builders enable the team to make informed decisions that are more likely to lead to successful outcomes.
3. Designer: Building Culture By Being A Change Agent.  For the transformation team, the designer is the architect of change. They envision the future state of the organization and design the pathways to get there. By taking a holistic view, the designer ensures that the change is sustainable and scalable, addressing not just the symptoms but the root causes of organizational challenges. The presence of a designer in the team fosters a culture of proactive problem-solving and innovation, which is critical for driving long-term success.
4. Coach: Building Capacity By Increasing Competence.  In organizational change, the coach is essential for building the capacity needed to sustain transformation. By focusing on skill development and empowerment, using systemic coaching frameworks such as the PEARLS model, the coach ensures that the team is not just following directives but is actively engaged in shaping the change process. This role is particularly important in building resilience within the team, enabling them to adapt and thrive in the face of challenges.
5. Teacher: Building Commitment By Role Modeling.  For the transformation team, having a teacher means there is a clear standard of excellence to aspire to. Teachers inspire commitment by embodying the principles and practices they teach, making it easier for the team to align their actions with the desired outcomes. This role is crucial for maintaining momentum in the change process, as it reinforces the behaviors that lead to success.

2 key takeaways from the article

1. At this time of the year, many organizations are drafting their work plans for the year ahead. During this season, numerous change projects are being birthed in service of the grand strategic vision. For each approved initiative, resources are allocated and a project team is formed. While this might work for standalone projects, increasingly, dealing with complex external environments and internal structures means that organizations must adopt a systemic view of the whole.  This means that driving organizational change is more than just the sum of all “change projects.” It requires teams that are adept at navigating complexity, fostering collaboration and sustaining momentum. 
2. The concept of systems leadership offers a powerful framework for guiding transformational change, focusing on five key roles: Steward: Building Confidence By Leading From The Emerging Future; Theory Builder: Building Consensus By Concretizing Theories; Designer: Building Culture By Being A Change Agent; Coach: Building Capacity By Increasing Competence; and Teacher: Building Commitment By Role Modeling.  Each role embodies essential capabilities that, when combined, create a robust transformation team capable of leading change with agility and purpose.

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Topics:  Leadership, System Leadership,