Recent News & Articles
Neither Here Nor There, and Somehow That’s the Job
The progress that BRM work enables is slow. Sometimes invisibly slow. And I mean really slowly, in a way I want you to feel rather than just read. The change in how two teams relate to each other doesn’t happen because of one conversation. It happens because of fifty small moments, most of which are indistinguishable from just doing your job. But here is the thing about that kind of work. It builds something more enduring than a deliverable.
Most Organizations Say They Want Innovation…
Most organizations say they want innovation. But if we’re honest… most organizations are still designed to reward predictability, certainty and efficiency. Oh, and fast execution! None of those things are bad. The problem begins when organizations try to solve uncertain, ambiguous, fast-changing challenges using the exact same mindset they use to operate the business. That tension is showing up everywhere right now. Leaders want transformation, but teams feel pressure to already have the answers. People are asked to think differently, but are rewarded for staying inside the process. Innovation becomes something organizations talk about… while unintentionally creating cultures that make experimentation feel unsafe. And if you’re a BRM, you probably feel this tension because you sit in the middle of competing realities
Everybody’s Doing Their Job. Nothing is Getting Done.
BRM is not a new concept. Humans have always known that relationships are the foundation of how things get done. What is new is the intentionality around it. The recognition that trust does not just happen because people share a Slack workspace or attend the same all-hands. It has to be built, nurtured, and treated as a real organizational priority.
The Five BRM Strengths: A Foundation for Evolving Culture, Building Partnerships, and Driving Value
The BRM Institute’s five strengths — Empathy, Trust, Creativity, Collaborative, and Leadership — are the human qualities that make that mission possible. Each strength corresponds directly to a capability or competency cluster within the BRMBOK, and together they form the behavioral foundation that moves a BRM from order-taker to strategic partner.
Trusted by some of the largest and smallest global companies in the world. To name a few:
Aflac
Alberta Health Services
Alpura
Bristol Myers Squibb
Brunswick
Blue Origin
Catalent
Centene
Choctaw Nation
Church & Dwight
Cleveland Clinic
Daiichi Sankyo
Deloitte
Department of Veterans Affairs
Federal Aviation
Franciscan Alliance
Government of Canada
Hackensack Meridian Health
HUB International
Huntsman Europe
Intermountain Healthcare
LUMA Energy
Mayo Clinic
Medtronic
Miami-Dade County
Mount Sinai
National Aeronautics and Space Administration
Orlando Health
Parsons
Raytheon Technologies
Reserve Bank of Australia
Seagen
Sentara Health
South African Reserve Bank
Stanley Black and Decker
State of Louisiana
State of Michigan
TELUS
The Boston Beer Company
The Sherwin Williams Company
The University of Birmingham
UNICEF
United Nations
United States Department of Agriculture
University of Washington
USDA
Vanguard
Wolters Skluwer
Join Thousands of Business Relationship Managers!
Receive expert BRM insights delivered straight to your inbox and achieve greater business value! Click here to learn more.
Join Now!Our Mission
Anchor BRM in every organization as a fundamental necessity.