New to Systems Coaching

Hi, my name is Claire. I’ve been working with CRR UK for nearly three years now and while I am (now) familiar with ORSC™ terminology, when I started working with Nairy (McMahon – Director of CRR UK), I was completely new to the concept of systems coaching and had never heard of ORSC before. To be honest, I was a bit daunted by the whole thing and felt a little out of my depth. I also found it fascinating so I soldiered on!

My first encounter with anything ORSC™ was when Nairy asked to design a ‘Behavioural Contract’ with me – this request was made during one of our first phone calls and I was a bit blown away by it. Not only because it was a new concept to me, but also because I found myself thinking ‘why don’t ALL COMPANIES have these in place with their colleagues/teams?’

The Designed Team Alliance

I’ve now come to know the ‘Behavioural contract’ by its true name – a Designed Team Alliance (DTA) and I must admit that my cynical self never thought I would see it again, but time and time since then, when conversations have needed to be had, we have fallen back on that DTA to design and align how we want to interact with one another – and this is especially important when having potentially difficult conversations.

For example, in our DTA we have agreed to be honest with one another, but calm in our approach. We agree to listen to what the other has to say and pass no judgement. We also agree to strive to find a solution because both parties want this relationship to work and last a long time. It has ushered difficult conversations into the light, where both of us have felt our needs have been met. And while I believe anger has a place, not one part of what we say is ever said in anger – frustration yes – but not outright anger.

So that’s one way ORSC™ has enriched my life.

Fostering team cohesiveness and trust

Another way is that what I have to say is always considered, after all, in ORSC™ you are trained to know that everyone in a system (team) is at least 2% right. So even if Nairy completely disagrees with something I have to say, she doesn’t dismiss it, she hears me and considers it before responding and I’m learning/have learned to do the same. This is invaluable in any relationship. It allows everyone to feel heard which brings cohesiveness and trust in abundance.

I also enjoy team check-in and check-out questions – these always bring something extra to our team meetings and allow us all to get to know one another a little bit away from the business. They’re also fun and bring a different energy to the meeting rather than the usual dread and weariness which is often felt when ‘meetings’ are mentioned.

There are many other ways in which ORSC™ has affected both my professional and personal life. Each one of them a positive, and while I have no plans to take the courses, I have seen how beneficial it is to work with an ORSC™ Trained Systems Coach first-hand. So, I find myself asking again – why aren’t all corporate team leaders bringing ORSC™ into their companies?

Whether you are new to the concept of ORSC, or a seasoned veteran when it comes to Systems Coaching, join us for our in-person event taking place in London to learn more about it, or simply to spend time with other like minded people.

Try the ORSC Fundamentals Module, or if you’ve already completed it, enroll in our Fast Track Series which starts on May 15!