Who Founded RDI?

Dr. Clinton W. McLemore, an organizational psychologist with outstanding academic and professional credentials, founded Relational Dynamics, Inc. in 1980. As President of RDI, he has consulted for over twenty-five Fortune 500 companies. McLemore earned his Ph.D. at age 24 and, for many years, taught in an APA-approved doctoral clinical psychology training program. By the age of 33, he had written four books and published scores of professional articles, including a near record length and much- celebrated piece in the American Psychologist. In 1983, he founded Clinician's Research Digest which, in 1988, was acquired by the American Psychological Association. His ideas on behavior change and leadership development have been written about in the Harvard Business Review.
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What's Distinctive About RDI?

Our mission is to provide actionable insights that enhance organizational effectiveness. We strive to provide the best services and measurement tools available. The companies we serve are customarily better managed and more profitable than their competitors—and we are proud of that. We seek distinction in the following areas: Intelligence (we value clear conceptual thinking and intellectual precision); Creativity (we approach every assignment as a unique professional challenge); Motivation (we are extraordinarily persistent and operate on the assumption that "it can be done"); Integrity (we tell the truth, protect the resources of our clients, and keep our promises); Responsiveness (we are ready, at any time, to do whatever it takes to help); Sensitivity (we listen attentively, think through the implications of our actions, and strive to be diplomatic); and, Practicality (we provide solutions that work, not unrealistic speculations or academic musings).

How did RDI Begin to Create Measurement Tools?

RDI did not set out to develop, much less sell, measurement processes. We were providing traditional management consulting services with considerable success, when some of our clients began to ask if we could develop feedback and measurement technologies for them. They simply could not find what they wanted in the marketplace, so they asked us to create it. They wanted high quality, user friendly, well designed instruments that were time-efficient, cost-effective and, most of all, practical. A senior executive at a large holding company wanted us to come up with a solid way to measure leadership effectiveness and culture change, and from this came our four-factor Leadership Effectiveness Survey™. Another, at a leading energy company, wanted us to develop a method for obtaining 360-degree feedback that efficiently measured qualities that really matter-and, so, our Multidimensional Leadership Profile™ was born. Not long after that, we were asked to develop a customized 360 instrument for a major oil company, so we added that capacity to our portfolio. Still another executive, at the nation's most prestigious think-tank, wanted a flexible tool for measuring organizational functioning and well-being in each of his eleven departments, which lead to our Organizational Effectiveness Profile™. We have consistently created organizational development tools to meet real-world needs.