Insights into relationship systems principles
The five principles of Relationship Systems Intelligence (RSI) are always apparent within any system. Understanding them deepens our understanding of systems and bolsters the work we do as coaches and leaders. These principles outline how the web of connection between members of an entire group, team or system behaves. RSI builds on Daniel Goleman’s concepts of Emotional Intelligence (relationship with oneself), and Social Intelligence (relationship with others).
Once we begin to recognize the principles in action, they help us to interpret what is happening now and what might come next.
Fundamental truths about systems
Principles are laws of nature.
Unlike values, which are highly personal and may flex over time, principles remain constant. As Steven Covey wrote, a principle is like a natural law – true in every context and transcending time.
Hint: while a value might be introduced with “I think” or “I believe,” the principles are neutral.
Principles overlap and flow into one another.
Although each principle stands alone, all are always present, an interwoven fabric threaded through every system.
As you consider what tools and skills might support a system in any given moment, begin by identifying the underlying principle that is standing out for you. The complexity of systems work means that no one person (or team) can control an outcome. However, the principles help to define what is within our ability to influence.
A quick overview of the RSI principles
1 – Relationship systems are in a constant state of emergence.
Systems are dynamic, constantly anticipating what will happen next. Instead of thinking of a system in static form, imagine it as a flowing stream, always in motion, affecting and affected by the elements around it. The shape of a system may have the same outline for a long time, or suddenly shift to take on a different form.
The constant evolution of a system keeps life interesting by presenting new challenges. Conflict is often a signal of a need for change. Being engaged, welcoming and open to ideas will support growth and innovation.
2 – Each relationship system has its own unique identity or personality.
At CRR Global, we call the unique personality of a system the Third Entity. This is our client, rather than the individuals who make up a team.
A system may be labeled with a certain name (such as “leadership team” or “family”) but that doesn’t mean all systems by that name are the same. CRR co-founder Marita Fridjhon explains it this way. While you know what a chocolate cake is, you also get vastly different results from recipe to recipe. The flavour of the cake will vary according to the ingredients and how they interact together.
3 – Relationship systems are naturally intelligent, generative and creative.
The intelligence of a relationship system comes from all of those within it, and even the greatest leader pales in comparison to the brilliance of collective intelligence.
The task of the systems-inspired coach or leader is to show the system to itself, little by little, as it is capable of absorbing and acting on what it sees. Once issues are revealed, systems are capable of self-correction. Remember that we are not fixing the system. Instead, we are creating an approach which is open to possibility.
Insight: As coaches and leaders we reveal the brilliance of systems. The idea that a larger intelligence may be influencing the direction can be reassuring.
4 – Every member of the relationship system (team or partnership) is a voice of the system.
Systems contain many voices, and all provide useful information. In relationship systems work, we do not see voices as right or wrong, but rather as different viewpoints from within the system. These expressions are not unique to one individual, and there is value in listening to what is being said even when that voice is unpopular.
ORSC tools can be used to access the various voices across huge organizations, often working with nested systems within a larger whole.
5 – Relationship systems rely on roles to organize and carry out functions.
Just as with voices of the system, roles are not personal! They are needed to do the work that sustains the system. We all hold both inner and outer roles in any system. It can be refreshing to remember that roles can be consciously transferred and shared. In fact, if a vital role is abandoned, somebody new will step in to fill the void.
As systems inspired coaches and leaders, we train ourselves to recognize the movement in the systems around us, by seeing, hearing and sensing the signals being sent. A knowledge of the principles of RSI supports us in becoming change makers, lighting a path of intention that can create ripples of change in the complexity of interconnected systems.
What is Relationship Systems Intelligence?
RSI refers to the ability to understand and influence the dynamics of relationships within a team or system. This skill fosters effective communication, collaboration, and trust in a team. Learn more.
What's the difference between emotional intelligence, social intelligence and Relationship Systems Intelligence?
Relationship Systems Intelligence (RSI™) builds on the work of Daniel Goleman, who outlined emotional intelligence as the ability to understand and influence your own emotions and those of others. Social intelligence as skill in interacting effectively in different social situations. CRR Global co-founders Marita Fridjhon and Faith Fuller took Goleman’s ideas a step further with the concept of being able to recognize and tap into the collective intelligence of a group, team or system.
Does RSI apply to workplace settings?
Organization and Relationship Systems Coaching (ORSC™) is an ICF-accredited series of courses that teaches team coaching skills using a systems inspired approach. The ORSC toolkit contains a variety of tools and skills such as team agreements and check-ins, conflict resolution techniques, and communication strategies. It helps organizations develop healthier and more productive group dynamics.
