REACH measures agility to adapt to the needs of different people and different situations.
REACH provides clear insights into agility, preferences and skills of:
REACH combines the science of analyzing human traits using psychometrics together with measuring agility (REACH) that can be grown by developing awareness, skills, resilience and a growth mindset.
REACH is measured as a Quotient (a score out of 5) and is visually represented by an individual's REACH Zone.
An individual's primary archetype is identified as one of 4 primary styles: Counselor (green), Coach (blue), Advisor (yellow) and Driver (red), growing agility into the other styles is achieved by developing the skills most commonly associated with the other primary styles. As a person grows their agility to stretch into the other styles, they grow their REACH and in turn improve their effectiveness in different situations.
REACH is used by organizations to improve performance and engagement today, and build capability to thrive in the future of work.
The REACH Ecosystem is the solution to help people thrive in our Volatile, Unpredictable, Complex and Ambiguous (VUCA) world with clarity and simplicity.
The REACH Framework explores two dimensions of Trait Characteristics - The Relational Dimensions and Achieving Dimensions:
Relating Dimensions describe how individuals tend to interact with others in common settings.
The 5 Relational Dimensions in REACH are:
Achieving Dimensions describe how individuals approach tasks and goals under normal circumstances.
The Achieving Dimensions in REACH are:
The REACH framework analyzes 16 skills grouped into four clusters:
Summary - When people shift into different REACH styles (Counsellor, Coach, Driver, Advisor) they have correspondingly different brain function and neurochemical release of Dopamine, Testosterone, Estrogen/Oxytocin and Serotonin.Read the technical analysis here
Summary - REACH reporting of human characteristics (psychometrics) and REACH Skills (that result in growth in agility) is reliable. The most common measure used is the Cronbach Alpha, a score of .7 is considered ‘reliable’ by industry standards. The Psychometric aspects of REACH has a Chronbach Alpha of around .8. The REACH skills aspects has a Cronbach Alpha of .95 - both well above industry reliability standards.
REACH research demonstrates that human traits remain reasonably constant in test-retest research, however, REACH Quotient (agility grown through Skills development and increased awareness) can grow over time.Read the technical analysis here
REACH Styles identify with the following Strengths more often than others:
Counsellor: ‘Includer’, ‘Belief’ and ‘Harmony’
Coach: ‘Activator’, ‘Communication’ and ‘Woo’ (Winning Others Over)
Driver: ‘Self Assurance’, ‘Futuristic’ and ‘Competition’
Advisor: ‘Deliberative’, ‘Focus’ and ‘Consistency’
Higher REACH Quotient is associated with ‘Communication’ and ‘Winning Others Over’ strengths and the ‘Influence’ domain.Read More
The purpose of REACH is to improve performance today and develop capability in the future of work - how does it achieve both goals?
Because REACH provides the insights to know and the resources to grow the skills and agility to become more effective in more situations - and is reliable across industry and role.
Higher REACH Quotient consistently correlates to higher performance and as technology continues to reshape our roles, the one constant is that adaptability and the ability to improve interactions with ourselves and other people is the key to performance today and relevance tomorrow.
Summary - REACH Culture scores reliably correlate to Engagement with high Cronbach Alpha coefficient (reliability measure) of .94 for the Culture Quotient and .85 for the Engagement Index.Read the technical analysis here
Summary - REACH 360's only take raters 3-minutes to complete and can be very motivating when people discover hidden strengths shared by their peers.Read the technical analysis here
Summary - Staff in Organizations with a REACH Culture over 4 are 37% more likely to stay (not seek alternate employment).Read the technical analysis here
Summary - Restaurants with Managers with REACH over 4 were in the top 10% of restaurants studied and had better online (YELP) reviews left by customers.
Managers with REACH lower than 4 had restaurants in the lower 90%.Read the technical analysis here
REACH Quotient of trainers higher than 4 receive 11.9% better participant feedback (8.3/10 compared to 7.1/10) than with REACH under 4.Read the technical analysis here
Vets who had a REACH Quotient over 4.0 earned 60% more than Vets with a REACH lower than 4.0.Read the technical analysis here
Mine site managers with higher REACH Quotient score spend 40 minutes more per week coaching (page 10) and have teams with an increased focus on safety (page 4).Read the case study here
Team Leaders with higher REACH had better staff retention.Learn More Here
Summary - Sales people with a REACH greater than 4 sell more, about double, compared to sales people with a REACH lower than 4.Read the customer story here
Summary - Sales people with a REACH over 4 sold 60% more trucks than sales people with a REACH lower than 4.Read the technical analysis here
Summary - Store Managers with REACH higher than 3.55 had higher employee engagement.Read the case study here
Summary - Sales people with a REACH of 5 sold 38% more auto parts than sales people with a REACH lower than 5.Read the case study here
Summary - the 10 dimensions of REACH profile were distinct and unique for high performing restaurant managers using a Position profile the chain has an additional clear decision support tool.Read the technical analysis here
Summary - the 10 dimensions of REACH profile were distinct and unique for high performing residence managers using a Position profile the group has an additional clear decision support tool.View the presentation deck here View the sample position profile here
Summary - the 10 dimensions of REACH profile were distinct and unique for high performing debt collectors using a Position profile the organization has an additional clear decision support tool.View the presentation deck here View the sample position profile here
(based on REACH Profiles)
REACH Profile for YumYum Dairy REACH Profile for YumYum Dairy
RQ overall Trend
(based on REACH 360 feedback)
(Including Engagement Index)
Counselor Coach Driver Advisor Outlook Overall