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In the discussion about whether or not managers could or should coach their employees, conflicting opinions are given and many speak out against it because they anticipate a manager's conflict of interest. If, however, the definition of leadership includes the contentment of the employees which as a rule improves their efficiency, thinking of coaching comes naturally. Systemic coaching is an approach to working on and in relationships. When the relationship levels in an organisation are well balanced, contentment is not far away. [ABSTRACT FROM AUTHOR]