Theory of Change

At the RCRC we address the question, “how do we get from here to there?”

In other words, how can we deliberately intervene to change both organizational structures and relational dynamics in order to produce sustainable, cost-effective, high-quality outcomes? To address these questions, Professor Jody Hoffer Gittell worked with Professors Edgar Schein and Amy Edmondson, influenced by colleagues in a variety of fields, to develop the Relational Model of Organizational Change.

Model of Change

This model has the following components:

  1. Relational Interventions to build new relational dynamics based on shared goals, shared knowledge and mutual respect
  2. Work Process Interventions that use the new relational dynamics to improve the work itself
  3. Structural Interventions to support the changes with cross-cutting organizational structures
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