ABSTRACT
In the years since relational coordination was first discovered, the most significant evolution we have seen is the growing interest in using it to create positive change. As people have learned about the beneficial outcomes of relational coordination, including enhanced well-being for co-workers and the clients they serve, they have become more and more interested in finding ways to strengthen it in their own organizations. This interest led to the creation of a community of researchers and practitioners––the Relational Coordination Collaborative––that works together to "transform relationships for high performance.” In Chapter 10, we introduce the Six Stages of Change and the Relational Model of Organizational Change, using real-life examples of interventions. The stages of change include (1) exploring the context and introduce relational coordination, (2) creating a multi-stakeholder change team with a safe space to disagree respectfully, (3) assessing relational coordination from the perspective of all participants, (4) reflecting on findings and engaging in sense-making, (5) designing and implementing interventions, and (6) assessing impact and refining interventions as needed.
