Beyond Individual Leadership: Building Relational Culture in Mission-Driven Organizations

How Cedar Lansman and Lucien Damaris are transforming organizational development through deep relational practices

In a world increasingly focused on individual achievement and performance metrics, two changemakers are offering a radically different approach to organizational development. Cedar Lansman and Lucien Damaris, co-founders of Relational Uprising, are pioneering work that challenges the dominant culture of individualism and offers transformative models for building power and connection in mission-driven organizations.

The Problem with Individual-Focused Leadership

Most organizational development approaches focus on enhancing individual skills and capacities, operating under the assumption that the sum total of improved individual performance will create organizational success. But as Cedar explains, "We actually say, no. You need collective capacity to hold a whole culture where relationships are cared for and protected."

This individualistic approach often leaves organizations functioning in silos, with departments that rarely communicate effectively and teams that struggle to collaborate when they need to work together. The result? Organizations that appear whole on paper but operate as fragmented, disconnected parts.

What Is Relational Culture?

Relational culture goes beyond surface-level team building or conflict resolution. It's about creating organizational ecosystems where:

• Deep listening and storytelling become core practices for understanding each other's experiences

• Collective assessment replaces individual performance reviews as the primary tool for growth

• Shared narratives are examined and transformed when they create barriers to collaboration

• Connection becomes a resource for true inclusion and belonging

As Lucien notes from his background in somatic healing practices, "True embodiment" requires attention to context and community, not just individual wellness. This understanding forms the foundation of their methodology.

The Deep End of Organizational Change

This work isn't a quick fix or plug-and-play solution. Jennifer Sconyers, the podcast host, describes it using a swimming pool analogy: while some organizational development stays in the "shallow end" with basic training and terminology, Relational Uprising's work happens in the "deep end" where:

• Harm may have already been caused and complex problems require sustained attention

• Multiple previous attempts at organizational improvement have failed

• Leadership commitment to behavioral change and openness to critique is essential

• Long-term investment in building relational capacity is required

Why This Matters Now

In an era of DEI backlash and increasing isolation (exacerbated by the pandemic), the need for authentic connection in organizations has never been more critical. Lucien emphasizes the importance of "connection as a step towards inclusion rather than trying to do inclusion" without this fundamental foundation.

Cedar warns against the particular danger of isolation for leaders: "Isolation is dangerous. Don't tolerate it. Don't allow it. Don't stand for it. Find support, find connection." Individual leadership capacity, she explains, thrives when well-supported and collapses in isolation.

Where This Work Happens

Relational Uprising has brought its methodology to diverse mission-driven contexts:

• Grassroots organizing spaces and advocacy nonprofits

• Higher education institutions are working on campus culture

• Cooperative businesses in farming and food justice

• Faith-based communities engaged in social action

• Legal aid organizations and professional development programs

The common thread? Groups of humans who come together around shared values and care deeply about their work.

The Upstream Approach

Unlike crisis intervention models that respond to problems after they arise, this work focuses on "upstream" prevention and promotion. It's about building the relational infrastructure that prevents many organizational conflicts and breakdowns before they happen.

As they describe it, this requires attention to "the deepest structures and frames of language and behavior" – the often invisible patterns that shape how we relate to each other and our work.

Getting Started

For organizations ready to explore this deeper approach to culture change, Relational Uprising offers:

• Introductory workshops (called "Bonding" workshops) for those new to relational culture concepts

• Advanced residential programs for deeper immersion in the practices

• Organizational consultations tailored to specific cultural challenges

• Leadership convenings focused on progressive social justice organizations

The Invitation

The work of Relational Uprising represents a fundamental shift from seeing relationships as either positive or negative byproducts of organizational work to understanding them as central to making change work successful and generative.

In times of increasing complexity and urgent social challenges, their approach offers a pathway to building the resilient, connected cultures that our movements and organizations desperately need.

As Cedar reminds us: "It's deeply relevant to work on how we come together around this shared thing we're passionate about."

Learn More: Visit relationaluprising.org to explore their programming and join interest lists for upcoming workshops. For organizations ready to dive deeper, reach out to learn about customized consulting and facilitation services.

About the Authors: Cedar Lansman brings a background in social movement history and organizing, while Lucien Damaris contributes 25+ years in somatics and embodiment practices rooted in indigenous healing traditions. Together, they've created a unique methodology that bridges personal transformation, leadership development, and cultural change.

To learn more about Abundance Leadership Consulting and its strategic partners, please visit us at jennifersconyers.com