The 4 Dimensions of Relational Work of Timothy Butler and James
Waldroop is presented in the HBR of June 2004. According to Butler and
Waldroop, interpersonal common sense is critical in almost any area of business.
Basically, Managers can boost productivity by:
- By hiring the right employees.
- By making the best work (project) assignments.
- By rewarding performance in the right way.
- By promoting career development.
No wonder most managers think they know which of their people are good
at dealing with interpersonal relations and which aren't. Although this may
seem obvious, Waldroop and Butler say one should distinguish between 4 types
of relational interests and skills:
The 4 Dimensions of Relational Work are:
- Influence: Professionals who enjoy developing and extending their
sphere of interpersonal influence. They take pleasure in persuasion, negotiation
and the power of holding valuable information and ideas. Typical for Sales
Managers, Marketing Managers, Negotiators and Mergers and Acquisitions dealmakers.
- Interpersonal Facilitation: People that are keenly attuned to
the interpersonal aspects of work situations. They intuitively focus on
experiences of other people and they operate usually quietly behind the
scenes. In this way they keep their colleagues committed and engaged so
that projects run smoothly. Typical for Human Resources managers. Compare
also: Facilitation Styles
- Relational Creativity: People who are good at making connections
with groups of people through visual and verbal imagery. Typical for advertising
people and brand managers.
- Team Leadership: These are people that want to see other people,
and interact with them. They like managing and working in high-energy teams
in hectic service environments. Typical for Program Managers and Managers
of Direct Service Delivery Units.
These four Dimensions of Relational Work are not discrete types;
a person can have great interest and skill in two or more areas or in none
of them. Also scoring high in one dimension may be detrimental to other areas
and to certain types of work.
All 4 types of relational work contribute to the bottom line (financial
capital and intellectual capital) and should be rewarded. Certain types of
people will be sensitive to specific types of (non-)financial rewards. Senior
Managers working on corporate strategy and financial performance are advised
to remain sufficiently attentive to relational work: a business strategy is
only as good as the people and teams who carry it out...
Book: Timothy Butler
Ph.D., James Waldroop Ph.D. - Discovering Your Career in Business -
Book: Patrick M.
Lencioni - The Five Dysfunctions of a Team: A Leadership Fable -
Dimensions of Relational Work Special Interest Group
Special Interest Group (980 members)
Compare with the 4 Dimensions of Relational Work:
ERG Theory |
| Leadership Pipeline
| Path-Goal Theory
| Six Change Approaches
| Seven Habits |
| PAEI |
Johari Window |
Return to Management Hub: Change & Organization | Communication & Skills | Human Resources
| Leadership |
Program & Project Management
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