Our approach

"People take the longest possible paths, digress to numerous dead ends, and make all kinds of mistakes. Then historians come along and write summaries of this messy, nonlinear process and make it appear like a simple, straight line." - Dean Kamen


Non-linear perspective

Nonlinearity, whether in individuals or organizations, is progress or success that does not follow a direct, predictable path. It consists of a series of advances, setbacks, plateaus and, sometimes, unexpected twists and turns, that is, it is not a constant and gradual journey towards any previously defined goal.

Why is it important?

For people, recognizing nonlinearity helps them maintain resilience and adaptability, which are essential qualities for navigating life's unpredictability. Furthermore, it contributes, for example, to reducing stigmas associated with career changes, educational interruptions or unconventional paths to success.

In the case of organizations, valuing non-linearity encourages a culture of innovation and adaptability, which allows strategic flexibility, the ability to learn from failures and greater readiness to take advantage of unexpected opportunities. Furthermore, it also promotes a more tolerant environment, where risk-taking is more valued as part of the growth process.

Systemic perspective

There is a cliché phrase that says "we are us and our circumstances".

It is essential to know what you want to achieve (from the inside out), transform these dreams into goals, work on self-awareness and self-knowledge, identify gifts, talents and personal values, understand the mechanisms of happiness, well-being and strengthening personal energy, practice forgiveness and self-forgiveness as a way of envisioning the future without hurts or harmful anchors, creating or changing habits, discovering limiting or empowering beliefs, uncovering the purpose and mission of personal life, improving self-esteem and self-confidence, developing leadership and technical skills, as well as Emotional Intelligence, focus, motivation, persistence, resilience, consistency and being consequent in actions.

In the case of organizations, it is critical to understand all the elements that lead to sustainable performance, starting with the vision, mission, principles and values, which are fundamental in defining a shared culture and which contribute to strategic alignment (through the respective teams), just as it is necessary to look at growth opportunities in terms of leadership and the mechanisms of interdependent operation of a set of management support systems and processes, duly supported by key indicators that allow for continuous improvement.

However, the context and circumstances also play an important role in the path one intends to take, and may represent constraints to the definition of achievable goals, obstacles for which advance preparation is necessary to overcome or opportunities to accelerate - or leverage - the plans of action towards the goals you want to achieve.

Systemic coaching is a coaching approach that looks at individuals and organizations not in isolation, but as part of larger systems. These systems can be your families, spouses or partners, leaders, managers, subordinates, co-workers, teams, friendships, communities, customers, competitors, suppliers, business partners and society in general. Compared to traditional coaching - which can focus more directly on individual goals, behaviors and results - systemic coaching adds the perspective of relationships and reciprocal influences between each person, the organizations and systems of which they are a part.

Each person or organization is a complex system and is in continuous interaction with other systems that surround them. At Seikatsu Equilibrium, we look at both dimensions; individually considered people or organizations (traditional coaching) and the systems with which they interact in defining their goals and the path to achieving them (systemic coaching).

Key aspects of systemic coaching include:

  1. Holistic perspective: Recognizing that individuals and organizations are part of larger systems and that changes in one part of the system can affect the whole. This approach acknowledges the complexity of human behavior as influenced by numerous interconnected factors.

  2. Relationship dynamics: Exploring the dynamics of relationships within systems, such as power relations, communication patterns, and roles, to understand how these dynamics impact the individual's and the organization's challenges and opportunities.

  3. Patterns and feedback loops: Identifying recurring patterns and feedback loops within systems that may be contributing to the individual's and the organization's situation. Systemic coaching aims to reveal these patterns to create awareness and open up new possibilities for action.

  4. Systemic interventions: Developing interventions that consider the system's complexity, aiming to bring about sustainable change not just for the individual and the organization but within the broader system. This might involve working with multiple members of a system or facilitating interventions that address systemic issues.

  5. Adaptability and context awareness: Recognizing that each system is unique and constantly changing. Systemic coaching emphasizes the importance of being adaptable and sensitive to the context in which the coaching is taking place.