How to coach a team as a system with ORSC by Linda Berlot

WAYS TO GROW

Ever thought that your team would benefit from coaching?

Listen to this episode where Linda Berlot explains everything about ORSC coaching.

Linda is an entrepreneur and a certified executive and team coach. She is a PCC or professional certified coach and an ORSC organization and relationship system coach certified by the ICF, the international coaching federation. She is the founder and CEO of Berlot group, which is a team coaching organization and she's a partner for CRR global.

ORSC stands for organization and relationship systems coaching. It's a model of coaching systems. A system is either a pair or a team, a family, a group and actually as an individual inside us is the first system. So, it's a model of coaching which helps us coach the system as one united entity rather than coaching the individuals in the team or the system. A relationship system is a group of interdependent entities. So for example, if a group of us go to the movie, we have a common goal and focus but we are not interdependent, which is why it's so hard to ask the person with the crinkly packet of chips next to me to keep quiet.

The first thing that we do is we educate the team leader and the team themselves that all behavior belongs to the team because it's in the dynamic that we are toxic. If you are toxic to me and I don't like it, I will shut it down and walk away. If there is a team member who is displaying toxic behavior, I will never point them out. I will rather ask the team wow, I’ve noticed x, y and z toxic behavior, how do you, as a team, want to be with it? Does it serve you? What is it giving you? Because if you haven't shut it down, how is it serving the team in some way?

As the systems coach, it's not my place to tell the team what to do or advise but rather just to be a mirror and reveal what we see, with more information a team can make different decisions, take different actions.

If we're looking to really change behavior that takes time. So, I would take my team on a journey of four, six or nine months.

We, as team coaches, use tools and skills, then to kind of deepen the conversations. And very often I have tape, blue tape, taped on the floor. And I use a tool where people will stand up and I facilitate the movement of them, you know, around the tool because we believe that when you move your bodies, you access different intelligences which are not just IQ. So, sitting down, we are forced to think in a very particular way; when we stand up and move our bodies, there's a lot more freedom and new information pops up.

what we're teaching is how to be in right relationship, first with myself and then with each other. And, you know, we're always in relationship with something. We're in relationship with coffee, with time, with food, with our bodies and of course with each other. And the greater, the god, the universe, the world, we're in relationship with all these areas.

We believe alignment is always possible. But here's what happens in times of conflict, right? If you and I are in conflict, there's a belief that I am right and therefore you are wrong, which polarizes us. And if we keep talking about our positions, we become pretty entrenched in our positions.

the leader doesn't have to have all the answers. The answers lie in the team. If I feel that I have to have all the answers I’m one person smart. If I ask the team well what do you need and I listen to them and we kind of come up with solutions that work for the individuals and the business, we are as many people as are in the team smart.

We're always in relationship, whether we know it or not, we're always in relationship. And so the question is, how do we choose to be in the relationships that we are? And that question starts with the ‘me’. Who do I choose to be in this moment, in this relationship?

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