Relational Coordination Research Collaborative

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What is Relational Coordination?

Three perspectives on relational coordination

RELATIONAL COORDINATION IS A THEORY OF ORGANIZATIONAL PERFORMANCE which proposes that highly interdependent work is most effectively coordinated by frontline workers with each other, their customers and their leaders, through relationships of shared goals, shared knowledge and mutual respect, supported by frequent, timely, accurate, problem-solving communication. 

Proposition 1   Relational coordination drives quality and efficiency performance outcomes, along with client and worker well-being, under conditions of interdependence, uncertainty and time constraints

Proposition 2  Organizational structures support or undermine relational coordination, depending upon their design

Relational coordination theory of performance

RELATIONAL COORDINATION IS ALSO A VALIDATED MEASURE to assess the communication and relationship dynamics between workgroups, organizations or individuals, for the purpose of research or organizational change.  The RC Survey is explained here, and is available through Relational Coordination Analytics.

Relational Coordination

THE RELATIONAL MODEL OF ORGANIZATIONAL CHANGE extends relational coordination theory to address how organizations and their stakeholders strengthen relational coordination to achieve their desired outcomes.  Three types of interventions - structural, relational and work process - have been identified.  Learn more here.

Relational model of organizational change

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