Recently, a long-time colleague and I were talking about the launch of this blog and my interest in helping leaders drive systems change. She asked me: “What is systems change, anyway? Many of us use that term freely, but do we really know what we’re asking for, let alone what to do to make it happen?” My immediate response: It’s about ensuring that our systems work for people instead of people having “to work” the system. But, of course, there is much more to unpack in the why, how, and what of advancing systems change.
Her question was an excellent prompt for this blog post.
What’s A Social System?
To define systems change, we first need to understand what a system is. In this case, I’m talking about a social system, not an information technology system, although they share some of the same traits. Indeed, in the modern world, IT systems are part of most social systems.
Social systems are designed to address complex human needs and activities; we experience them in everyday life—e.g., the systems of education, healthcare, transportation, and the economy. Human services, the sector I’ve worked in most of my professional life, is also a system, although it is often not as visible to people as other systems.
Every system has an overall purpose—a set of objectives it aims to achieve. For example, the K-12 The educational system seeks to impart knowledge and develop skills from early childhood through adulthood. The transportation system is designed to provide safe means for people to travel from one location to another. The human services system aims to promote the well-being of individuals by helping to meet basic human needs, particularly during times of hardship.
A social system is multifaceted.
It comprises various parts that work together to fulfill their function within a social context. These parts may include individuals, organizations, government institutions, and technologies. Each component has its role and is integral to the functioning of the whole system. Components of a social system interact in structured ways, defined by laws, rules, formal processes, and the prevailing conventions and cultural norms of the society.
In other words, each part of a system is created by people; this is an essential point because if people create systems, they can also change them.
A social system doesn’t operate in a vacuum.
It’s part of a broader environment that includes many other systems, as well as the physical, economic, and social conditions of the place where the system operates. A social system in one community may function differently from that in another, even if the fundamental laws and rules are the same in both. In this way, a social system is both structured and incredibly dynamic.
Systems evolve in response to internal developments and external pressures and influences. This means systems can and do change, but not all changes are productive or align with what we seek from “systems change.” For example, if we stop investing in parts of a system—such as schools within the education system—we’ll see the impact of that divestment. That’s a change in the system, but not “systems change.”
Systems Change Focuses on Equitable and Just Outcomes
Systems change refers to intentionally transforming structures, practices, policies, and norms to create more equitable and just outcomes. To advance system change, we must first understand the system we’re working within. This involves engaging with the people most affected by it to understand its complexities and develop practical solutions.
Systems change involves identifying points where small shifts can lead to significant changes.
It is about implementing multiple strategic interventions that transform the system’s structure, processes, or dynamics. Interventions such as narrative change (which we’ve started exploring in my prior blog posts), altering funding flows, making specific policy changes, bringing in new partners, or shifting how decisions are made and by whom. It often requires collaborative efforts across different sectors and disciplines – both within and outside the system. Together, these strategies lead to gradual shifts in mindsets, behaviors, and cultural norms.
Systems change requires an adaptive approach.
It allows for experimentation, ongoing learning, and iteration. This means being open to testing different strategies, learning from failures, and continuously adjusting approaches based on what is learned. Systems change is not a quick fix but a long-term endeavor that requires sustained effort and commitment.
Leaders who seek transformative, systems-level change are doing so while acting on the immediate needs of the people and communities they serve. Taking this dual road is not easy, and learning from the experiences of other leaders as they navigate both is invaluable. If you have a story to share, please contact me. I’d love to highlight your work.
And, for more on systems change, check out these great resources:
