The Relationship Acuity® Framework

Intrinsic strengths are behaviors that feel natural to us. They are driven by our intrinsic motivation and our perceptions. When we use our intrinsic strengths, we build our self-worth. Balancing intrinsic strengths means being mindful that we have the option of interacting in different ways to achieve our intended results.

This competency includes the skills required to identify our intrinsic strengths and to balance them in a way that gets us the results we want.

Communicating with influence means bringing people along to a way of thinking without the use of positional power. It is more than words and actions – it’s about effectively relating to others. Influence comes from taking the time to know your audience and using that knowledge in your interactions – being mindful of what you say, understanding what others value, and being curious about how things look from a different perspective.

This competency includes the skills required to influence others without the use of power or positional authority. It includes the ability to express yourself clearly, to listen actively, and to ask questions to better understand your audience.

We cannot prevent, manage, and resolve conflict without awareness and understanding – awareness that we all view conflict in different ways, and understanding that we differ regarding what conflict means to us, why we experience conflict, and how we are likely to respond.

This competency includes the skills required to identify and prevent conflict from happening, to manage conflict when it occurs, and resolve conflict to ensure a relationship remains productive. It includes the ability to recognize and respect differences in perceptions, control our emotions, and manage stress.

Building resilience means developing the ability to sharpen our perceptions of stressful situations, finding purpose in the challenges we face, and changing the actions we take in our response to them.

This competency includes the skills of self-awareness, mindfulness, and self-care and the ability to shift your perceptions of challenging situations. It encompasses the ability to cope with stressful situations, manage personal transitions, and create a vision that generates energy and engagement.

Coaching for acuity is a unique way to provide shared learning that helps people resolve their personal and interpersonal dilemmas. It is an essential leadership skill that, when used effectively, builds stronger relationships, and keeps people engaged and productive.

This competency includes the skills required to conduct insightful conversations that generate acuity, foster problem-solving, and inspire a commitment to change.

Cohesion is every team’s strategic advantage. It is the extent to which team members remain united by a shared purpose built on a foundation of trust and respect. Every team leader has an important role to play in creating a cohesive group of diverse people who value the contribution of each individual’s strengths and perspectives.

This competency includes the skills required to clarify a shared purpose, create a vision of cohesion, and define the values that guide how people work together.

Conflict occurs when people have strong beliefs and opinions about what’s important to them. Whether the conflict occurs between groups, individuals, or a combination of groups and individuals, if those involved cannot resolve it, the team leader needs to step in and mediate.

This competency is made up of the skills required to mediate interpersonal conflicts on your team. It takes practice to know how to facilitate communication, to bring people together, and to help them learn from each other despite their differences.

When it comes to change management, the problems organizations experience are frequently more human than technical. Change is rational, while personal transition is irrational. For most people, change is uncomfortable and resistance to it is one of the major challenges team leaders face. While team leaders must manage change from a strategic and tactical point of view, they must also acknowledge the psychological process people experience when they are faced with having to let go of the familiar and move toward the unknown.

This competency is made up of the skills required to guide people through personal transition and lead them toward commitment to change.

Transforming culture within the context of this guidebook refers to the role senior leaders have for building a culture that inspires people to do their best.

This competency includes the skills required to foster trust, cultivate commitment, and generate engagement at all levels of the organization.