Most organisations already invest in communication training, leadership development, and feedback skills.
Yet under pressure, the same issues keep resurfacing:
These problems are rarely caused by a lack of communication skills.
They are usually driven by unrecognised power dynamics – patterns of behaviour that only become visible when boundaries are tested.
When power dynamics are poorly understood, organisations rely on tools that only work when everyone is cooperative.
When pressure rises, those tools fail.
The Red Liner Model (RLM) makes visible a class of dominance seeking behaviour that:
Once these patterns are visible, responses can be calibrated to change the dynamic – not just manage the fallout.
RLM is not:
It is a diagnostic framework for understanding what is happening in live interactions – and a boundary‑led response approach for changing outcomes in real time.
This work resonates particularly strongly in organisations that are:
It is especially relevant where behaviour is rarely severe enough for formal processes — but corrosive enough to erode trust, confidence, and retention over time.
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