the science behind higher performing individuals, teams and organisations

The REACH Backstory

Direct from the 2019 REACH learning event (HR GROW), Professor Doug Waldo, SPHR, SHRM-SCP, CFLDP, Discoverer of Reach Quotient explains its origins and the impact of VUCA.



What is REACH Quotient (RQ)?

RQ is the capacity to recognise and apply diverse influence styles for collaborative advantage. RQ offers a measure of Emotional Intelligence (EI) that is reliable, although changeable through intentional training, development and coaching. Higher RQ has been linked to employee engagement, retention likelihood, net promoter inclination, coaching investment and safety focus, just to name a few essential performance outcomes.


The REACH Program



Why RQ?

RQ is based on an integrated model, leveraging style-based measures (including facets of 4 distinct personality styles) and skill-based measures (based on 16 core competencies, or soft skills, associated with the personality styles). RQ is measured and developed through the REACH Ecosystem, a unified platform providing unlimited access to the assessments and materials needed to evaluate and grow RQ over time.

An evolutionary step forward in trait based measurement

While each of us may have a preferred personality style – a fairly stable pattern for how we exercise influence in most circumstances – we know that the highest performers adapt their style as the need arises. Simply put, they exhibit Emotional Intelligence (EI). This does not mean we must abandon our personality style and become someone we are not in order to be more effective. After all, our preferred style may make it more comfortable for us to develop specific competencies that are essential for exercising influence.

Beginning with self-awareness, we learn to recognise what makes our style ideally suited for certain situations – we seek a contextual understanding of what it means to REACH from our style. Within this context, we gain an appreciation for how diverse styles may be beneficial in other situations. Finally, through a pattern of measurement, training and coaching, we can develop the influential competencies associated with each style and ultimately leverage those with the same comfort level we find in our preferred style.

The result: we grow EI by learning to RElate to others more effectively as we ACHieve shared goals. We REACH!

A revolutionary step forward by integrating skills based measurement

Over the last decade, there has been explosive growth in research and applications around Emotional Intelligence (EI), and for good reason. We know that stronger EI promotes a number of desirable outcomes, not the least of which is increased leadership performance. However, too many EI-based models appear to promote an unnecessary dichotomy. That is, EI is either described as trait-based (meaning you have it or you don’t) or it is described as skill-based (you gain it if you can develop specific skills). For the average organisational development professional, who is less interested in an academic debate, this dichotomy only creates confusion regarding where to invest already scarce resources for the greatest impact.


Recognition in REACH



Recognising relational drive using REACH profiles



Recognising achievement drive using REACH profiles



A new paradigm that provides clarity and a path forward with improved performance of individuals, teams and organisations

RQ is fully integrated within and supported by the REACH Ecosystem, including a full range of surveys and developmental tools. Organisations gain access to clear and timely insights, with a path forward to gain the highest return on investment from training and coaching initiatives.

The REACH Ecosystem was developed to translate scientific discoveries around RQ into practical solutions that offer measurable performance improvement – for organisations of all sizes and types. If RQ is the one number you need to grow, the REACH Ecosystem is the unified platform you cannot afford to live without.

The collaborative advantage in real world application in a REACH Case Study



Convergent validity evidence reveals a simpler, more practical solution in reach

RQ offers convergent validity by demonstrating association with other measures linked to specific aspects of EI development:

  • DISC – REACH Profiles have shown correlation to DISC scales, allowing a smooth transition from legacy survey products.
  • SSEIT – RQ has shown correlation to well-respected measures of EI, such as the Schutte Self-Report Emotional Intelligence Test by Dr. Nicola Schutte.
  • FISHER – REACH Profiles have shown correlation with indicators of neurochemical transmitter system activity studied by highly acclaimed biological anthropologist, Dr. Helen Fisher.

Criterion validity evidence reveals higher performance in reach

Research covering a wide array of industries, on three continents, indicates that RQ has been associated with:

  • Employee engagement
  • Performance appraisals
  • Managerial effectiveness
  • 360-degree feedback results
  • Safety focus
  • Sales performance
  • Coaching frequency

With its criterion validity, RQ can be leveraged to guide targeted training, development and coaching initiatives to drive higher performance outcomes for individuals, teams and organisations.

Download the technical validation report here

RQ measurement and growth is supported by an ecosystem of people and organisational development resources

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