Relational Dynamics takes a contemporary look at how we interact with ourselves and others.
Relational Dynamics umbrellas many theories and concepts: traditionally called the 'soft-skills' within a business context or the "oil in the machine" as a colleague recently described.
We can write business plans and marketing strategies; we can develop work systems and protocols; we can design excellent products and services; however, unless we pay attention to the quality and health of human relations and interaction, much hard work can stall in the face of even mild human dysfunction.
Successful teams operate with high levels of trust, responsibility and motivation: this engenders working cultures which are productive, supportive, open and maintain healthy attitudes to 'useful failure'.
Daniel Goleman, in his studies on leadership argued that emotional intelligence was significantly more important than IQ. When we have asked people to identify their role models in terms of ‘significant leadership’ and associated qualities, consistently people highlighted:
- Integrity, passion, 'other' centred, nurturing, challenging and humorous
- People who listened, lived their values, engendered trust, trusted and were trustworthy
- Leaders were dependable, self-aware, could manage their emotions and the emotions of others and were not afraid of conflict or the truth or making the 'difficult decision'
- They inspired generosity and understood the 'greater good', they were non-judgemental, exercised judgement, courageous, motivated and motivating.
... a leadership approach with a strong coaching style and an emphasis on the emotional intelligences.