Understanding Adaptability Quotient (AQ)

Is this truly the fastest period of change in human history? For all practical purposes, I believe it is! (Though my great-great-grandfather probably said the same thing when indoor plumbing arrived.)

This statement, drawn from AQai‘s mission, resonates deeply in our rapidly evolving world where yesterday’s cutting-edge innovation is today’s “OK Boomer” technology.

AQai has pioneered the concept of Adaptability Quotient (AQ), defining it as “a holistic measure of workplace adaptability.” Their mission is clear and compelling: “to inspire and empower every human with the skills to adapt and thrive, ensuring that no one is left behind in the fastest period of change in history.” No pressure, right? It really feels like we should be paying attention if we don’t want to get left behind!

The fundamental principle behind AQ is straightforward yet powerful: the higher your AQ, the better equipped you are to recover from setbacks, discover alternative solutions, and embrace change. Think of it as your professional superpower for surviving those Monday morning “we’re pivoting to a new strategy” announcements.

AQ measures adaptability across three core dimensions:

1. 1. Ability – how we adapt (or how gracefully we panic)
   2. Character – who and why we adapt (our internal motivation beyond “the boss said so”)
   3. Environment – when someone adapts (hopefully before, not after, the metaphorical iceberg)

This framework offers a refreshing perspective on adaptability, particularly valuable because it is accompanied by two assessments – one for individuals and one for teams – that provide measurable metrics. As the saying often attributed to management guru Peter Drucker goes, “what gets measured, gets managed.”

I am excited to be recently certified in the AQ assessments and ready to bring this valuable toolkit to my clients!

Over the coming weeks, I’ll explore each dimension of AQ in depth. Today, let’s focus on the first component: Ability.

Understanding Ability in AQ

AQai defines Ability as “How and to what degree one adapts. It represents your adaptability skills and how effectively you respond to change. This master dimension includes grit, mental flexibility, mindset, resilience, and unlearning.“

The elements comprising Ability – grit, mindset, resilience – are somewhat familiar in leadership development circles. However, mental flexibility and unlearning stand out as particularly intriguing.

The Underappreciation of Unlearning

What does unlearning mean, besides my brain trying to forget all those song lyrics from the 90s to make room for new information? According to AQai, it is “the ability to intentionally let go of outdated information, beliefs, and practices, paving the way for new ideas and approaches.” This concept is brilliant in its simplicity yet profound in its implications.

In our always-changing world, unlearning has become a vital component of adaptability, enabling both individuals and organizations to remain agile and competitive. It’s a conscious process that involves re-evaluating established norms based on new data and evolving environmental factors.

Unlearning can be uncomfortable, as it requires parting with past experiences and deeply held beliefs. It challenges our natural tendency to rely on what has worked before. But, ultimately it is necessary. The most successful leaders are those who can effectively discard outdated approaches when they no longer serve the present reality.

How Bendy Are You?

I’ve thought about the idea of mental flexibility conceptually before, but I’m happy to see it defined in plain language: “The ability to observe a situation and create new pathways, adapting effectively as needed.”

Think of it as being a mental gymnast – able to bend, twist, and land on your feet when circumstances suddenly shift. It goes beyond mere open-mindedness to actively pursuing opposing behaviours and thoughts. True mental flexibility involves saying, “I’ll try on that viewpoint like a new pair of shoes,” even when you’d rather stick with your comfy slippers.

In practice, mental flexibility looks like:

– Considering multiple solutions rather than fixating on your first idea

– Switching between analytical and creative thinking without an awkward buffering period

– Finding connections between seemingly unrelated concepts

– Seeing constraints as creative catalysts rather than barriers

Like unlearning, developing mental flexibility might feel uncomfortable at first, but much like physical flexibility, the discomfort leads to greater range of motion and enhanced performance when it matters most.

Coming Soon: Exploring the Who, Why, and When of Adaptability

Stay tuned for the next installments in this AQ series! In the coming weeks, I’ll be diving into the remaining core dimensions of Adaptability Quotient that might just save your sanity.

Next up: Character – the who and why behind our adaptation styles. In a nutshell, it’s about how the core elements of your personality determine how you navigate change. Are you the type who embraces new challenges with open arms, or more the “hide under the desk until the new thing goes away” variety?

Following that, we’ll unpack Environment – the contextual factors that influence when and how effectively someone adapts; things like emotional health, team support, work environment and work stress. Because let’s face it, even the most adaptable among us might struggle when the office Wi-Fi crashes during a critical presentation to the board. Your environment matters, and understanding its impact can make all the difference between flourishing and floundering during periods of change.

More Please!

Curious about AQ and want to read ahead? Check it out here.