In case you missed it, in this series, we’ve previously covered the AQ Ability and AQ Character components of the AQ assessments developed by AQai, and how they reveal hidden insights about your adaptability in the face of change.
But we all know that context matters: we might be more or less adaptable depending on the circumstances. That’s where the AQ Environment assessment comes in—it gauges the type of environment in which you’re more likely to adapt well, handle change with ease and leverage these opportunities for growth and development. It uncovers what you need to be the most adaptable and effectively capitalize on your intrinsic talents to grow and innovate.
Let’s explore…
Environment: When does someone adapt and to what degree?
None of us live or work in a vacuum. There are a multitude of external factors that influence our adaptability at any given moment. The AQme assessment is the only one of its kind that recognizes the key role environment plays in your adaptability and how various interconnected dimensions influence how you adapt and navigate work situations. The AQ Environment assessment uncovers when and to what degree you adapt within those contexts and circumstances. It provides a framework to objectively quantify your perspective of your environment in the context of change and uncertainty.
The 5 subdimensions of AQ Environment are:
Company Support
How much your organization values your contributions and cares about your well-being.
It’s no surprise that in organizations where employees feel cared about and valued as individuals, they will be more loyal and engaged, willing to work harder and take on new challenges. On the other hand, in environments where employees feel like just a number, they are more likely to feel isolated or ‘checked out’—these are the “quiet quitters.”
The goal for companies is to do what they can to provide the appropriate level of support for each individual to make them feel valued and supported but also give them room to breathe.
Emotional Health
The degree to which the organization supports individuals’ ability to thrive at work and the perceived ratio of positive to negative experiences.
When organizations support their team’s emotional health with appropriate resources, recognition and a positive culture, they are more likely to thrive on change and remain positive in the face of challenges. They’re more joyful, excited and often charismatic—and have a higher capacity for adaptation. On the other end of the spectrum, in toxic organizations, employees view change as bad or suspicious. There is often a high level of stress, anxiety, overwhelm or apathy among the team. These organizations often struggle with high turnover and lack of innovation.
Team Support
How psychologically safe employees feel sharing knowledge, discussing their opinions and navigating challenges.
In teams with a high level of support, individuals feel comfortable bringing their authentic selves to work, experimenting, asking for help and sharing different views or bringing up difficult issues. Those who feel a low level of support keep their heads down and don’t speak up. The workplace feels very competitive and rigid, and they fear being penalized for going outside the norm.
It’s important to note that this is a team dynamic —not necessarily organization-wide. If an individual changes teams, their perception of team support could change based on that new environment.
Work Environment
How well the organization facilitates learning, sharing, and adaptation.
A highly ranked work environment provides systems, processes and methodologies to support and reward growth, learning, out-of-the-box thinking and experimentation. The organization actively facilitates disruption and empowers employees to iterate, share and learn from mistakes. That’s in stark contrast to a closed and pragmatic environment where counter-intuitive thinking is risky, and mistakes have grave consequences. In low-level work environments, employees are not just afraid to push boundaries and offer suggestions, but there are very few, if any, mechanisms to do so.
Work Stress
How well the organization manages workload and performance expectations.
While a healthy level of stress in an organization is good for growth and innovation, it’s in the extremes where things fall apart.
High-stress environments make employees feel overwhelmed, overworked and burned out. They have no time for new projects, learning and development, which hurts both them and the organization. While a low-stress environment might sound ideal, the comfort can quickly turn to apathy and stagnation when there’s no pressure for innovation.
It should come as no surprise that the environment plays a significant role in an individual’s adaptability, and in order to thrive, organizations should be doing all they can to create an environment that cultivates resilience, embraces change and fosters innovation.
But Environment is just one dimension, and across all three, it is important to note that there’s no benchmark for a “good” or “bad” score. The AQme assessment is meant to offer insights and strategies for action to help you improve your adaptability and become more resilient, open and optimistic about change.
Whether at work or in our personal lives, learning to be resilient in the face of change is an essential skill. Understanding your AQ across all three dimensions can help you to leverage your current strengths and identify areas for improvement.
To get started with an AQme assessment for yourself or your team, contact us today.