Systemic Interview

Purpose

The Systemic Interview uses question techniques from systemic coaching — circular questions, hypothetical questions, and scaling questions — to help individuals or teams surface hidden dynamics, understand relationships between elements, and see their situation from new angles.

At a glance

How to run

1. Introduction to systemic questions (10 min): Teach three question types: (a) Circular questions ("If I asked your stakeholder how they see this problem, what would they say?"), (b) Hypothetical questions ("If this problem were solved overnight, what would be different tomorrow?"), (c) Scaling questions ("On a scale of 1–10, where is this now? What would make it one point better?").
2. Select a focus (5 min): One person (or the team) names a real challenge or dynamic they want to explore.
3. Systemic inquiry (20 min): The facilitator (or peer coach) asks only systemic questions. The focus person responds and the group listens. Key rules: no advice, no interpretation — only questions. The facilitator deliberately shifts perspectives ("How would person X see this?" "What would happen if nothing changed?").
4. Reflection (5 min): The focus person shares: What shifted? What do I see differently? What new option has emerged?
5. Close (5 min): The focus person states one action. The group reflects on which question types were most powerful.

Materials needed

• Systemic question cheat sheet (three question types with examples)
• Flipchart for capturing insights
• Timer

Pitfalls & common mistakes

• Asking ordinary questions: "What happened?" is not systemic. Train the group in circular and hypothetical framing.
• Giving advice in question form: "Don’t you think you should..." is advice. Stay in pure inquiry.
• Rushing the inquiry: Systemic questions need time to land. Allow pauses.
• Choosing a trivial topic: The method shines on complex, relational challenges.

Inclusion & accessibility

• Provide the question cheat sheet in advance so participants can prepare.
• Allow the focus person to write their responses if verbal processing is difficult.
• In multilingual settings, let the focus person use their strongest language.
• Create safety by agreeing on confidentiality before the session.

Variations

• Team dynamics focus: Use circular questions to explore team-level dynamics ("If I asked the newest team member how trust is here, what would they say?").
• Stakeholder mapping: Use hypothetical questions to map how different stakeholders might react to a proposal.
• Coaching skills training: Use the format to train peer coaches in systemic questioning.

When NOT to use this

• When the focus person needs direct expert advice, not exploratory inquiry.
• When the group has no training in systemic questions and would slip into advice-giving.
• When the challenge is factual and straightforward rather than relational or complex.

Source & further reading

• Fritz B. Simon, *Einführung in Systemtheorie und Konstruktivismus* (Carl-Auer, 2006)
• Karl Tomm, "Interventive Interviewing" series (Family Process, 1987–1988)
• Peter Senge, *The Fifth Discipline* (Doubleday, 2006)