The science behind higher performing people, leaders and culture

- the science and tools to improve performance today and thrive in the workplace of tomorrow.


What is REACH?

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 individuals 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 Ambiguous (VUCA) world with clarity and simplicity.


The REACH Framework uses Trait Characteristics (psychometrics), Skills and Self-Awareness to Target and Measure Growth.

Trait Characteristics:

The REACH Framework explores two dimensions of Trait Characteristics - The Relational Dimensions and Achieving Dimensions:

Relational Dimensions

Relating Dimensions describe how individuals tend to interact with others in common settings.

The 5 relational dimensions in REACH are:

  • Affiliation
  • Consideration
  • Openness
  • Status Motivation
  • Self-protection

Achieving Dimensions

Achieving Dimensions describe how individuals approach tasks and goals under normal circumstances

The achieving dimensions in REACH are:

  • Intensity
  • Assertiveness
  • Risk Tolerance
  • Adaptability
  • Decision-making
Skills:

The REACH framework analyzes 16 skills grouped into four clusters.

The Who / Supportive Characteristics

  • Assimilating team members
  • Cultivating team spirit
  • Identifying personal needs
  • Recognizing others' efforts

The How / Consultative Characteristics

  • Addressing quality concerns
  • Aligning resources with needs
  • Designing team structure/function
  • Integrating diverse perspectives

The Why / Inspirational Characteristics

  • Building rapport
  • Easing tensions during conflict
  • Finding opportunities for synergy
  • Rallying others around a cause

The What / Directive Characteristics

  • Establishing clear expectations
  • Evaluating individual performance
  • Exercising control over team processes
  • Guiding team during change

Growing REACH represents agility to use different skills to move along the Relational (RE) Continuum and the Achievement (ACH) Continuum - use learned awareness and skills to purposefully 'shift gear' into a different archetype (from Driver to Counselor for example) to be more effective in more situations.

The science behind REACH

REACH in Neuroscience

Summary - When people shift into different REACH styles (Counselor, Coach, Driver, Advisor) they have correspondingly different brain function and neurochemical release of Dopamine, Testosterone, Estrogen/Oxytocin and Serotonin.

Read the technical analysis here

REACH Reliability

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.

Read the technical analysis here

Test re-test reliability demonstrates that people don't change their traits, however they can grow agility.

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 and Strengths Finder construct validity.

Summary:

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

REACH supports data-driven performance development across country, role and industry.

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 they key to performance today, and relevance tomorrow.


Growing REACH Culture improves engagement

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

In REACH 360 people tend to rate themselves lower than their peers...

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

Improving REACH Culture improves staff retention

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

REACH in Restaurants

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 in Learning and Development

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

REACH in Veterinarians

Vets that had a REACH Quotient over 4.0 earned 60% more than Vets with a REACH lower than 4.0.

Read the technical analysis here

REACH in Mining

Mine site managers with higher REACH Quotient 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

REACH in Hospitals

Team Leaders with higher REACH had better staff retention

Learn More Here

REACH in Retail

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

REACH in Truck Sales

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

REACH in Supermarket Management

Summary - Store Managers with REACH higher than 3.55 had higher employee engagement.

Read the case study here

REACH in Automotive Parts Sales

Summary - Sales people with a REACH over 4 sold 60% more trucks than sales people with a REACH lower than 4.

Read the case study here

REACH in recruitment for restaurant managers

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

REACH in recruitment for aged care managers

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

REACH in recruitment for debt recovery

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

REACH is easy to measure for Individuals using REACH Profiles, for Leaders using REACH 360 and for Culture using REACH Culture.

The road map to grow REACH is instantly provided in the Ecosystem using the Training Needs Analysis

The Training Needs Analysis links directly to the Training, Coaching, Companion Tools and/or certified Partners to purposefully grow REACH all within the Ecosystem. 

Growth in REACH can be tracked for individuals, leaders and culture instantly

REACH Growth for Individuals

(based on REACH Profiles)

  • 5.00
  • 4.50
  • 4.00
  • 3.50
  • 3.00
  • 2.50
  • 2.00
  • 1.50
  • 1.00
  • 0.50
  • 0.00


REACH Profile for YumYum Dairy REACH Profile for YumYum Dairy

  • 1st REACH profile
  • 2nd REACH profile

RQ overall Trend

REACH Growth for Leaders

(based on REACH 360 feedback)

  • 5.00
  • 4.50
  • 4.00
  • 3.50
  • 3.00
  • 2.50
  • 2.00
  • 1.50
  • 1.00
  • 0.50
  • 0.00



  • 1st 360
  • 2nd 360
  • 3rd 360
REACH Culture Growth

(Including Engagement Index)

  • 5.00
  • 4.50
  • 4.00
  • 3.50
  • 3.00
  • 2.50
  • 2.00
  • 1.50
  • 1.00
  • 0.50
  • 0.00



















  • 1st Culture Survey
  • 2nd Culture Survey
  • 3rd Culture Survey

Counselor Coach Driver Advisor Outlook Overall

The REACH Quotient Growth Reports show your team’s growth overtime and provides insights to answer, “Have we Grown?”

Insights to Know and Resources to Grow begin today