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What is REACH?

A Comprehensive Ecosystem for Development of Individuals, Leadership, and Organization

A Comprehensive Ecosystem for Development of Individuals, Leadership, and Organization

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THE SCIENCE BEHIND HIGHER PERFORMING PEOPLE, LEADERS, AND CULTURE

THE SCIENCE BEHIND HIGHER PERFORMING PEOPLE, LEADERS, AND CULTURE

REACH measures agility to adapt to the needs of different people and different situations.

REACH provides clear insights into agility, preferences and skills of:

  • Individual Contributors
  • Leaders
  • Organizational Behaviors that Impact Engagement

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.

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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.

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 uses Trait Characteristics (Psychometrics),
Skills and Self-Awareness to Target and Measure Growth:

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:
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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.

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About ReachAthena Compass
Developing Leadership is the tangible purpose at Athena Compass Consulting. Through Executive Coaching, Skills Training & Business Consulting, we pursue developing leadership at individual, interpersonal and organizational levels.
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PLEASE NOTE: INTENDED USE VS MISUSE.

 

Adding value to recruitment and selection using both Scientific and Interpretive approaches is common practice and is a great use of psychometrics. However, the information provided in either approach should not be how decisions are made, interpreting a report as the decision-making tool would be considered misuse of the tool. There are many reasons why psychometric instruments should not be used as a decision-making tool.

Firstly, it describes a person’s most common natural style, it doesn’t mean they can’t or wouldn’t be able to perform well. Additionally, there are many aspects of a person beyond personality that are equally or more important.

For example, if your organization communicates in a particular language, and the candidate doesn’t speak or read that language, their natural style will be of very low importance compared to the language barrier. This is a simple example, however, there are always many other factors to consider than just personal style so these tools should always be used only as an additional piece of information.

Proper use of any psychometric tool is to provide the recruiter/interviewer with prompts to begin more explorative and purposeful interviewing to help make a more informed hiring decision – not to ‘make’ a decision.

Important Note: The information contained in REACH reports describes certain behavioral preferences and tendencies derived from the participants’ self-reporting. While such patterns of behavior tend to be consistent over time, these can change based on circumstances beyond the scope of what has been measured by this survey. Therefore, this information does not represent a comprehensive measure of psychological traits, nor does it claim to represent a prediction of future behavior. No part of this information is intended to convey a psychological, medical, or psychiatric evaluation, and in no way is this information intended to convey an evaluation of employability. This information is intended to provide insight that is useful in coaching, team-building, and other aspects of professional development and training. No employment decision should be made based, in whole or in part, on the results contained herein, and no indication of suitability for employment should be inferred or implied based on the REACH Survey.