Proprietary survey, platform, and reporting
An expert partner for your RC journey
Training to lead the RC change process
The RC Survey™ is a validated and reliable tool that identifies the strengths and weaknesses of teamwork within and across functional and organizational boundaries. The RC Survey™ measures and analyzes networks of relational ties among different roles in a work process including frontline workers, leaders, and clients themselves. It focuses on seven dimensions for communication and relationships within and between roles, specifically identifying how effectively people work together to achieve performance outcomes.
Participants answer questions about the seven dimensions of RC and any additional metrics related to a particular work process. The results are analyzed to identify strengths, gaps, and areas for improvement, providing actionable insights for positive change.
Relational coordination is not only shaped by our personal behaviors. It is also powerfully shaped by the organizational and institutional structures that already exist. Many of these inherited structures were designed for control rather than for coordination. The Organizational Structures Assessment Tool (OSAT) was developed by physician leaders to assess the structures that are known to shape networks of relational coordination for better or worse – and to visualize them for purposes of change.
The OSAT allows participants to assess the strength of existing organizational structures for supporting relational coordination – such as hiring and training for teamwork, shared accountability and rewards, boundary spanner roles, shared protocols, and shared information systems. OSAT questions are included in the diagnostic phase of the work. OSAT results are shared in a visual format to help participants discuss potential structural interventions to help their organization reach its desired performance outcomes.
The Six Stages of Change is a data-driven process of continuous improvement based on the Relational Model of Change.
Carrying out change using relational coordination principles and metrics requires skill. As Edgar Schein and Tony Suchman wrote:
“Such work requires the involvement of skilled coaches or consultants with experience in group dynamics, systems work, conflict resolution, and the teaching of emotional self-management. For all these reasons, we urge you not to tread lightly or naively into the realm of interventions. Be prepared to invest the necessary time and resources and be sure you have access to the skills and experience that the work requires.”
RCA has skilled, experienced consultants to guide your change journey, and to help build the capacity to grow relational coordination throughout your organization.
The Six Stages of Change is a data-driven process of continuous improvement based on the Relational Model of Change.
Carrying out change using relational coordination principles and metrics requires skill. As Edgar Schein and Tony Suchman wrote:
“Such work requires the involvement of skilled coaches or consultants with experience in group dynamics, systems work, conflict resolution, and the teaching of emotional self-management. For all these reasons, we urge you not to tread lightly or naively into the realm of interventions. Be prepared to invest the necessary time and resources and be sure you have access to the skills and experience that the work requires.”
RCA has skilled, experienced consultants to guide your change journey, and to help build the capacity to grow relational coordination throughout your organization.
We position our clients for a positive experience with our measurement solutions. This means high quality, meaningful, and valid data that diagnoses critical team behaviors and informs action. To achieve this, we believe that the process used to engage organizational members in transformation and continual improvement is as important as the content of the changes being implemented. Our approach to measurement is designed to proactively engage relevant organizational members in the process so that they are motivated to participate and invested in the outcomes of the initiative.
We position our clients for a positive experience with our measurement solutions. This means high quality, meaningful, and valid data that diagnoses critical team behaviors and informs action. To achieve this, we believe that the process used to engage organizational members in transformation and continual improvement is as important as the content of the changes being implemented. Our approach to measurement is designed to proactively engage relevant organizational members in the process so that they are motivated to participate and invested in the outcomes of the initiative.
Target participants are mid to senior-level leaders who value relationships as a fundamental source of value creation and well-being. Leaders who are tasked with leading change and executive leaders who sponsor change will find the Relational Coordination Master Class Credentialing Program to be particularly beneficial. Relevant sectors include healthcare, pharma, commercial, education and human services.
Understanding of relational coordination theory, the RC Survey, the Organizational Structures Assessment Tool, the Relational Model of Change and the Six Stages of Change.
In addition, the demonstrated ability to use these concepts and tools to lead change initiatives.
In addition, the demonstrated ability to coach others in using these concepts and tools to lead change initiatives.