In our first installment explaining the A.C.E. model , as developed by AQai, we covered the AQ Ability assessment, which reveals how and to what degree you can adapt to change. Next, we’ll examine the “why” you adapt through the AQ Character assessment.
This dimension of the A.C.E. model assesses core aspects of your personality to determine your preferences, approach and style in navigating change. Unlike personality tests, the AQ Character assessment recognizes that your traits may differ or evolve over time or in context—new knowledge, experiences and circumstances can impact how you respond.
Understanding these facets of your character can improve communication, help you accept and provide personalized feedback and make progress toward your goals. While your AQ Character incorporates some elements of the research on the Big Five personality traits, the AQ Character factors focus on how you navigate work and change: They’re assessed within the context of a business environment concerning how a person reacts to uncertainty, not as an assessment of their total personality. They are also a snapshot in time, which means they can change through coaching and acquiring new skills.
AQ Character: Who adapts and why?
The 5 sub-dimensions of AQ Character are:
Emotional range
Your predisposition to psychological stress.
Emotional range measures how one experiences and regulates one’s emotions. Measured on a scale between Reactive and Collected, it characterizes your response to change in the environment. Those considered Collected are typically calm, in control and less worried and stressed during unexpected events. Those who are Reactive wear their emotions on their sleeve: they are easily provoked, overwhelmed, stressed and anxious by change and have a hard time—or lack of interest in—controlling their emotions.
Remember, these scores are on a continuum, so an individual may certainly fall anywhere between these two extremes, including in the middle. For example, balanced individuals experience a mix of emotions and may have reactive moments of worry, but generally are sufficiently collected to “keep it together”—they’re less likely to be derailed by extreme conditions.
Extraversion
Your tendency to seek the company of others during times of change.
This dynamic is probably familiar to most people. Extraverts are more enthusiastic about social situations and thrive on community. They draw energy from the company of others and may even seek attention. Introverts are more comfortable being alone. They avoid loud social situations and are recharged by quiet and stillness.
Hope
Your propensity to pursue goals and see or create alternative pathways to reach them if challenged.
Hopeful individuals can see the proverbial light at the end of the tunnel. They’re confident and capable of overcoming challenges and embracing uncertainty. Others are doubtful. They often lack confidence and feel incapable of achieving goals. Worse yet, they lack the energy to make the effort and are resigned to disappointing outcomes.
Motivational Style
Your intrinsic ambition: what drives you to achieve goals and adapt to change. This also covers your regulatory focus—your tendency toward promotion or prevention.
Those who are highly motivated thrive in novelty and risk. They’re willing to take chances to reach their goals and are considered bold and ambitious by their peers. These folks “play to win.” At the other end of the spectrum are those who “play to protect”— they are cautious and prioritize avoiding adverse outcomes. They carefully assess solutions, and often need to fear failure to prompt them to be tentative and slower to adapt to change.
Thinking Style
Your way of making sense of the world in the face of change or uncertainty and how you view and process information about the work environment.
Are you a big-picture thinker? Or do you obsess over the details? Big picture thinkers can see the forest, but often overlook the trees. They’re all about the overall outcome, and they’re willing to push boundaries to achieve objectives, but sometimes overlook critical steps or the effort needed to realign resources. On the other hand, the detail-oriented individual can get lost in the minutiae. They need a very specific and concrete process and clear, linear steps.
In the middle are the connectors. They’re the facilitators, and they get things done. While rarely the visionaries behind a transformational solution, connectors are who you want to plan and execute to achieve it.
The AQ Character provides insight into why you might adapt and provides a deeper understanding of how your personal preferences influence the way you respond to and adapt to change in the workplace.
Unlike conventional personality traits, your AQ Character dimensions are dynamic in two ways. First, you have greater agency over them—you can understand your AQ character dimension but still choose a different response in the moment based on the intensity or context of the change you’re experiencing. Second, they can be optimized with coaching and guidance to help you become more adaptable, shift your style and unlock your growth potential.
In the next installment, we’ll explore the AQ Environment dimension to understand how your organization’s circumstances and context support your adaptability.
Stay tuned!
Or, if you’re ready to get started with an AQme assessment now, contact us today.