The Importance Of Relationship Management?

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Butch’s fear morphed into anger as he waited for the beast to strike.
The shark came at him again, and Butch decided it was time to put up a fight.
He aimed the sharp, pointed nose of his surfboard at the shark as it approached.
When it raised its head out of the water to bite, Butch jammed the nose of the board into the shark’s slotted gills.
This blow sent the shark into another bout of nervous thrashing.
Butch climbed atop his board and yelled, “Shark!” at the pack of surfers down the beach.
Butch’s warning and the sight of the turbulent cauldron of whitewater around him sent the surfers racing for dry land.
Butch also paddled toward safety, but the shark stopped him dead in his tracks after just a few strokes.
It surfaced in his path
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Relationship Management

Though relationship management is the second component of social competence, this skill often taps into your abilities in the first three emotional intelligence skills: self-awareness, self-management, and social awareness.
Relationship management is your ability to use your awareness of your own emotions and those of others to manage interactions successfully.
This ensures clear communication and effective handling of conflict.
Relationship management is also the bond you build with others over time.
People who manage relationships well are able to see the benefit of connecting with many different people, even those they are not fond of.
Solid relationships are something that should be sought and cherished. They are the result of how you understand people, how you treat them, and the history you share. Relation Systemic Intelligence (or Systemic Coaching)

RSI stand for Relation Systemic Intelligence, it is a relatively new leadership management style.
The porpoise is to create an independent, committed and powerful team through the eradication of boss concept, power distance and the promotion of systemic decision make based on
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Acknowledgement might seem like a strange or rather simple principle to have in mind when coaching for development, change or organizational health, but the lack of acknowledgement in modern businesses is one of the most common causes of difficulties.
This is not about the simple acknowledgement that things are difficult.
It is not, for example, about saying anything like: ‘That must be difficult for you’.
Those kinds of words may be described or even heard as empathetic but they will be experienced at a deeper level as a judgment, an assumption and one that often weakens the employee and risks reattaching them to their story of how things are (see previous description about Emotional Quotient).
Systemic coaching is about strengthening the team member and distracts them from past judgment or supposed weakness.
And strength comes from yielding to what is really, essentially true.

When coaching, it’s easy and common to focus on outcomes, as if looking only at what could be will somehow be enough to move on from what
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