COACH A's Purpose
We contribute to society
by generating opportunities
for people around the world
to engage in dialogue.
People cannot live and thrive without being connected to others.
However, continuously engaging and collaborating with others is never easy.
This is because each of us has our own subjectivity, which is different from that of others.
The differences between us sometimes prevent us from engaging with others.
Nevertheless, in a world that is becoming more complex and uncertain, the need to engage and collaborate with others is becoming ever more important to move forward in the future.
"Dialogue" is the process of bringing one's own subjectivity into the realm of engagement, transcending differences within diversity, and creating new perspectives, meanings, and contexts in the world.
We believe that the active participation of many individuals in dialogue, bringing forth their own subjectivity, and collaboratively creating new meanings and changes is what truly shapes the future of organizations, companies, and society.
A coach is an agent of dialogue.
We, COACH A, create opportunities for people worldwide to participate in dialogue.
COACH A's executive coaches are partners for clients to create organizational transformation.
Approach to organizational transformation by
COACH A's executive coaches serve as partners for our clients to create organizational transformations.
An organization consisting of numerous diverse members differs from a machine, in which parts are arranged according to a blueprint and function as predetermined. Each individual in the organization has their own will; they engage in mutual interaction, grow, and undergo changes.
When it comes to transforming an organization, we cannot achieve this goal simply by attempting to diagnose it from the outside like a machine, identifying only specific problem areas and attempting to fix them. An organization is a complex environment, much like the human body, in which cells constantly interact with each other. The only path to changing an organization is to change its organizational culture—the daily routines and relationships among its members that make up the environment.
In other words, trying to identify and change only one or two individuals within the organization will not bring about organizational transformation.
Our Systemic Coaching™ approach supports the organizational changes our clients wish to achieve.
Here, the word "Systemic" refers to the way this approach impacts the entire system as a whole, as opposed to a "Systematic" approach that functions as part of a planned and organized system.
In an organization, there are numerous routines that its members repeat, unconsciously, day after day.
They are behavioral patterns that arise in reaction to premises (perceptions) embedded in the organization. The only way to change the organization is to change these routines.
Furthermore, routines are maintained and reinforced through daily communication. If a premise within the organization is that the role of a supervisor is to guide their subordinates in the right direction, naturally, communication between the supervisor and subordinates will involve repeating routines of giving instructions and advice, as well as subordinates seeking guidance from the supervisor.
If there is a premise that there should be no encroachment on each other's territories across departments, even if one feels a sense of discomfort with statements from other departments during management meetings, it is highly challenging to speak up about anything. This routine is repeated in this way as a matter of course.
Systemic Coaching™ seeks to intervene in organizations that are constructed through numerous routines like these and aims to facilitate their transformation.
In Systemic Coaching™, the concept of "Subjectivation" has very deep significance.
Subjectivation involves connecting one's individual purpose with the purpose of the organization, and finding personal meaning in relation to the organization’s reason for existence. Individuals who undergo the process of Subjectivation move beyond the role of an outside observer and embrace the perspective of an active participant.
A complex organization, much like a living organism, cannot be transformed solely by the grouping of multiple individuals with an outsider perspective. Unless a substantial number of internal participants approach transformation with a sense of agency, both the ideal state of the organization and the meticulously designed roadmap for change will undoubtedly face setbacks at some point.
Our Systemic Coaching™ approach increases the physical number of autonomous Subjectivated leaders through coaching. It is the dialogue among these leaders that generates the power needed to transform the routines that exist within and throughout the entire organization.
Three Fundamental Principles of Coaching for Organizational Development
Systemic Coaching™ is based on three fundamental charactersitics: process-oriented, evidence-based, and results-focused approaches.
- This involves coaching, practice in the workplace and receiving feedback. By continuously engaging in these activities, leaders are empowered to adapt swiftly to change and make effective decisions.
- We conduct data collection and analysis through proprietary assessments and provide individuals with accurate feedback on their current status. This approach is supported by numerous research tools and a growing research database.
- The results of coaching are evident in the overall business outcomes of the organization. We aim for positive changes within the organization, such as improved performance, reduced turnover rates, increased productivity, and enhanced communication.