How to Measure and Improve Your Leader’s Adaptability

Having adaptable and agile leaders in your organisation can make the difference between succeeding during a crisis versus failing during a crisis.

There is an assumption that individuals who hold positions of leadership are completely self-aware and can easily adapt to changing situations.  Many leaders find themselves in a position of leadership due to time on the job or internal promotions policies. These two distinct paths of promotion don’t always include the required professional development required to be an adaptable and inspirational leader.

Measure and Assess

The question is how do we first measure the adaptability, agility and resilience of organisational leaders?  Secondly, how do we implement a program that is customised for each individual leader and puts them on a path towards improving these key metrics? 

The REACH Ecosystem was developed by the OrgDev Institute for the purpose of redefining how managing organisational development is implemented in the workplace and measures the adaptability of leaders across 16 different, primary skillsets.  This benchmark is then used as a starting point for the individualized development pathways, where results post-development program can be measured and compared to the benchmark to show real improvement.

All evaluations and assessments through the REACH Ecosystem start with one key measurement which we refer to as REACH Quotient (RQ).  RQ is expressed as a number ranging between 1-5, with 1 being the lowest level and 5 being the highest level.  By using this metric, we can easily identify what the level of agility, resilience and adaptability is for each individual leader at a specific point in time.

For leadership RQ scores are incorporated into self and peer assessment through the REACH 360 which takes less than 3 mins to complete and is measured against the 4 primary personality types identiified as the Counsellor, Coach, Driver and Advisor which shows the benchmark starting point for each indivdual’s profile results.

Growth and Development

Based each leaders individual REACH Quotient (RQ) and 360 results, a clear development path is mapped out through the REACH Ecosystem Personal Dashboard. This identifies their leadership style, highlights strengths, as well as having clear guidance on growth and development opportunities.

To allow for a seamless user experience, all resources are interconnected through the REACH Ecosystems Learning and Development Resources available via this personalized dashboard.

Measurable Improvement Results

As the journey unfolds for each leader, they are able to obtain a clear visual on their growth, while the measured outcomes can be streamlined into easy to understand reports.

Proven Scientific Results

By compiling a series of scientific studies across a wide range of industries, we can demonstrate that by improving their leader’s adaptability, agility and resilience, an organisation can experience improvements in staff retention, staff satisfaction, improved levels of customer service and interaction as well as improving other areas of the business like health and safety  and community engagement.

Documented Results

Once we identify what each leader’s RQ score and 360 results are, the ultimate goal is to then implement a series of customized activities that provide a pathway for each leader to improve their leadership.  Here are some examples of the improved results from our scientific research:

Improved Staff Retention Result with 37% Higher Satisfaction – In this study, it was shown that after implementing the REACH Ecosystem into organisations, staff were 44% more likely to recommend the organisation to potential employees, 37% more likely to find “enjoyment” from their work, 35% more likely to indicate they had a strong respect for their leaders and 37% were more likely to indicate their intent to remain with the company.

Restaurant Manager’s Get Higher YELP Reviews and Higher Staff Engagement – In this study, we conducted an assessment of restaurant managers and found that after implementing a REACH assessment, the managers who completed a REACH survey were showing improvements in Receiving Higher YELP reviews, Assimilating New Team Members, Evaluating Performance, Finding Opportunities for Synergy and Rallying Others. The average RQ among incumbents was 3.82, compared to the global average of 3.62.

Mining Supervisors Perform Better and are 25% More Adaptable – In this study, a mining company conducted both personality profiling and 360 surveys amongst supervisors and managers across the organisation.  Supervisors who were found to be in the 30% of top performers had average RQ scores of 3.13 or above, while supervisors who were in the bottom 30% of performers had an average RQ score of 1.95.  The top performing supervisors were shown to be 25% more “adaptable” then the bottom 30%.

Retail Store Managers Receive 14% Higher Staff Engagement Results – In this study, 62 retail store managers underwent the REACH profiling.  The results show that managers with higher RQ scores of 3.5 and above received a 14% higher staff engagement rating compared to store managers with RQ scores below 3.5.  This study showed a direct correlation between higher RQ scores and higher ratings with a confidence greater than 99%.

Aged Care Community Managers Show 10% Higher Adaptability Scores – In this study, a number of aged care community managers underwent profiling and the results showed that higher RQ scores correlated to higher scores across a range of primary skill sets, with the highest RQ scores having on average a 10% higher adaptability score.  The top performers also demonstrated higher overall performance ratings based on a range of internal metrics.

We have many other examples all documented and available for review or download at the REACH Ecosystem website.

Small Improvements Create Big Results

So, by comparing the changes in RQ and 360 results in these studies, we can demonstrate that even incremental increases in improving a leader’s RQ score can have a major impact on a wide range of metrics.  Obviously, every organisation has it’s own internal metrics, targets and goals, but the one takeaway is that by first measuring, then providing steps and tools to improve the leader’s RQ scores, organisations do benefit from having leaders with correspondingly higher RQ scores.

Learn More

To learn more, or sign up for a free 7 day trial of the REACH Ecosystem, please visit the REACH Ecosystem website

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