• views: 145
• date: 22 August 2026
• posted by: voska89

What you'll learn

Diagnose why a fix worked and then stopped working, using the Iceberg Model
Draw a causal loop diagram of a real problem you own, in under twenty minutes
Tell a reinforcing loop from a balancing one by counting minus signs
Recognise the six archetypes behind most recurring management problems
Find the few high-leverage places to intervene, and the traps that feel productive
Run a seven-question decision protocol that catches second-order consequences
Facilitate a ninety-minute diagramming workshop with your own team
Treat strategy, metrics and collaboration as system design rather than persuasion
Apply a systems lens to sustainability, ethics and who bears the cost of your decisions

Requirements

No mathematics, modelling software, or engineering background required
A pen and one sheet of paper
One real problem you currently own — bring it, and you will leave with a map of it

Description

This course contains the use of artificial intelligence.
You fixed a problem. A few months later it came back — bigger.
That has happened to almost every leader, and it is not a failure of effort or attention. It is what happens when a fix addresses a symptom while leaving the structure that produced it untouched. This course teaches you to see that structure, draw it, and change it.
It is deliberately practical. There is no mathematics, no simulation software, and no theory for its own sake. Every tool is one you can use in your next meeting, with a pen. Across forty short lectures you build a small, complete toolkit
- The Iceberg Model — four levels of looking at the same problem, and why the level you work at decides how much leverage you have
- Stocks, flows, delays and boundaries — the anatomy that explains why trust takes a year to rebuild and why your intervention appeared to fail
- Feedback loops — the two kinds, how to tell them apart, and why systems change character with nothing visible having changed
- Causal loop diagrams — the standard notation in five conventions, how to test one, and how to run the workshop where it gets drawn
- Six system archetypes — fixes that fail, shifting the burden, limits to growth, tragedy of the commons, success to the successful, and escalation
- Leverage points — a six-rung ladder from numbers up to mindsets, the traps that feel productive and move nothing, and how to build an intervention portfolio
- Decision-making — a seven-question protocol, second-order thinking, deciding under genuine uncertainty, and escaping the blame trap
- Strategy and culture — strategy as a set of loops rather than a plan, aligning incentives, cross-functional collaboration, and learning organisations
- Sustainability and ethics — the stocks you are quietly drawing down, and who bears the cost of what you left outside your boundary
The course is built around one idea: behaviour comes from structure, structure is something a group of people designed, and therefore structure is something you can redesign.
Every lecture is a hand-drawn whiteboard animation of five to six minutes, so you watch a diagram being built rather than reading it finished. Section quizzes check that the ideas transferred, and a thirty-question practice exam covers the whole course.
The assignment is the real test: map one problem you actually own, on one page, in about ninety minutes. Most people find the diagram changes what they were planning to do.
You will not need permission, a budget, or a consultant to start.

Who this course is for

Leaders and managers whose fixes work, then quietly stop working
Anyone who has inherited a system they did not design
Aspiring managers who want to diagnose problems rather than react to them
Team leads spending most of their week above the waterline, on events

Homepage

https://www.udemy.com/course/systems-thinking-for-leaders-s

   
   
   

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