|The Future of HR:|
Rising to the challenges of AI, staff retention and the longevity of a critical industry.
|REACH in Neuroscience |
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.
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 Cronbach Alpha of around .8. The REACH skills aspects have a Cronbach Alpha of .95 - both well above industry reliability standards.
|REACH Test and Re-test Reliability and the growth of 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.
|REACH Culture scores and the correlation with Engagement|
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.
|REACH Culture and Staff Retention Improvement|
Staff in Organizations with a REACH Culture over 4 are 37% more likely to stay (not seek alternate employment).
|INDUSTRY FOCUSED STUDIES|
|REACH in Restaurants|
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%.
|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.
|REACH in Veterinarians|
Vets that had a REACH Quotient over 4.0 earned 60% more than Vets with a REACH lower than 4.0.
|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).
|REACH in Hospitals|
Team Leaders with higher REACH had better staff retention.
|REACH in Retail|
Salespeople with a REACH greater than 4 sell more about double compared to sales people with a REACH lower than 4.
|REACH in Truck Sales |
Salespeople with a REACH over 4 sold 60% more trucks than sales people with a REACH lower than 4.
|REACH in Supermarket Management |
Store Managers with REACH higher than 3.55 had higher employee engagement.
|REACH in Automotive Parts Sales |
Salespeople with a REACH over 4 sold 60% more trucks than salespeople with a REACH lower than 4.
|REACH in Recruitment for Restaurant Managers |
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.
|REACH in Recruitment for Aged Care Managers |
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.
|REACH in Recruitment for Debt Recovery |
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