In an increasingly complex, interdependent, and ever-changing organizational world, traditional leadership—based on individual authority and linear logic—is no longer sufficient. Systemic leadership emerges as a more fitting response: a way of seeing, relating, and acting that acknowledges the complexity of human systems and aims at the well-being of the whole.
The Art of Asking Good Questions
Few things are as powerful as a good question. In systemic leadership, inquiry is more important than immediate answers. The right question can open new possibilities, illuminate what is hidden, bring the excluded into view, and allow for a deeper understanding of the system.
The attitude of curiosity and genuine listening is the starting point for leading without imposition, with respect for the system’s rhythms and dynamics.
Gratitude, celebration, and trust
Systemic leadership recognizes what is already working and celebrates it. This perspective is nourished by gratitude—not as a gesture of courtesy, but as a way of acknowledging the richness and diversity of the system, and of strengthening the bonds that sustain it.
Trust, in this context, is not a skill to be trained, but a foundational attitude: the belief that the system is intelligent, that there is order even in what seems like chaos, and that each member has a place and a value. Leading with trust means maintaining serenity in the midst of change, without the need to control everything.
Listening to all voices
One of the fundamental principles of systemic thinking is inclusion. Although it may sometimes be uncomfortable, systemic leadership makes space for all voices—even, and especially, those that are usually left on the margins.
Creating conditions for a “deep democracy” means allowing different perspectives, emotions, and needs to be expressed. Exclusion, whether conscious or unconscious, weakens the system. As organizational constellations point out, what is not included tends to reappear with greater force.
Connection with the role and belonging to the system
Genuine commitment is not achieved through pressure, but through meaning. If what you do doesn’t make sense to you, it’s unlikely to make sense to others. In systemic leadership, a deep connection with one’s own role and with the mission of the system is what gives rise to true involvement.
Belonging is another key pillar. Nothing works without belonging. Welcoming a new member involves much more than assigning tasks: it means recognizing their story, sharing the system’s story with them, and helping them take their new place with clarity and legitimacy. Likewise, when someone leaves, they deserve space to close with dignity, to have their contributions acknowledged, and to be farewelled with respect.
Even when a separation occurs due to poor performance, systemic leadership does not resort to judgment or punishment, but to recognition: “Because of what has happened, you have lost the right to continue belonging, and that is the reason why you must leave.” In this way, the person’s dignity is preserved, and the system is protected.
Change, transitions, and grief
Systems are in constant motion, even if we don’t always see it. When change is not properly navigated, it expresses itself in many ways: “I don’t have time,” “I don’t understand this,” “This isn’t mine,” “No one is answering me”… These are signs of systemic discomfort, of something that is not being accompanied.
That is why leading change from a systemic perspective involves honoring the past, acknowledging all parts of the system, and naming what is happening. When a team is dissolved, it is not enough to simply reassign tasks: it is necessary to bring closure with meaning, to express gratitude for the efforts made, to recognize emotional costs, and to clearly explain the reasons behind the decision.
When new teams are integrated, it is also essential to create both symbolic and real spaces for them to introduce themselves, share where they come from and what they want to contribute, and to leave behind what they no longer need. Listening, mutual recognition, and awareness of the price each part pays are essential conditions for healthy integration.
A leadership that thinks in networks
Individualism has no place in systemic leadership. Everything that happens, happens in networks. Decisions, conflicts, successes, or mistakes cannot be understood in isolation. This integrative perspective—which connects past, present, and future, here and there—enables the leader to act with greater awareness, perspective, and responsibility.
Conclusion
Leading from a systemic perspective is not a trend, nor just another technique. It is a paradigm shift that requires humility, listening, openness, and commitment to the whole. It means constantly asking: What does this system need in order to be healthier? What is the situation trying to show us? What role is not being fulfilled?
Systemic leadership does not seek control, but alignment with life itself, which is expressed through movement, connection, and evolution. One who leads from this place does not impose, but facilitates. Does not divide, but includes. Does not cover up, but reveals.