From EQ to AQ: Why Adaptability is Key in the Future of Work

By Nicky Champ  

As a society, we’re experiencing more change than at any other time in recent history. Generative AI and automation are disrupting our jobs (arguably for the better), and geopolitical tensions and the pandemic are creating ever-changing market conditions. Organisations are having to adapt quickly to stay ahead of their competitors. To do this, they need creative, adaptable people who can navigate ambiguity, innovate, and take calculated risks in uncertain situations. This is where Adaptability Quotient (AQ) comes in.

AQ is a relatively new term that refers to an individual’s ability to adapt to change, learn new skills, and thrive in dynamic and complex work environments. Employees with higher AQ are valuable assets to organisations as they can help create a more agile, resilient, and future-proof workforce that is better equipped to deal with future disruptions and challenges.

IQ, EQ AQ: What’s the difference?  

AQ is not the same as Intelligence Quotient (IQ) or Emotional Intelligence (EQ). While IQ refers to an individual’s cognitive ability to solve problems and understand complex concepts, and EQ refers to an individual’s ability to understand and manage their own emotions as well as the emotions of others, AQ refers specifically to an individual’s ability to adapt to change and thrive in dynamic work environments.

IQ (Intelligence Quotient):

• An employee with a high IQ may be able to solve complex problems quickly and efficiently.
• They may have an aptitude for technical skills, such as coding, data analysis, or engineering.
• They may also have a talent for strategic planning and critical thinking, which can help them excel in leadership positions.

EQ (Emotional Quotient):

• An employee with a high EQ may be able to understand and manage their own emotions, as well as the emotions of their colleagues.
• They may be skilled at conflict resolution and negotiation, which can help them build strong relationships with clients and co-workers.
• They may also be empathetic and able to provide support and encouragement to colleagues who are going through a difficult time.

AQ (Adaptability Quotient):

• An employee with a high AQ may be able to adapt to change quickly and efficiently.
• They may be able to learn new skills and processes easily, which can help them take on new roles and responsibilities.
• They may also be able to anticipate and respond to new challenges and market conditions, which can help their organisation stay ahead of the competition.

Overall, employees who possess a combination of IQ, EQ, and AQ can be highly valuable to their organisations. While IQ and technical skills are important for solving complex problems, EQ and AQ can help employees navigate complex interpersonal dynamics and changing work environments.

Research has shown that employees with higher AQ tend to have better job performance than those with lower AQ. A study published in the Journal of Occupational and Organisational Psychology found that higher AQ was positively related to performance and innovation. 

In today’s volatile, uncertain, complex, and ambiguous (VUCA) world, organisations need employees who are not only able to cope with change but are able to embrace it as an opportunity for growth and development. AQ, like having a growth mindset, is a crucial factor in an individual’s success in the workplace, as well as the overall success of an organisation.

Can AQ be developed?  

AQ is not a fixed trait and can be developed over time. One of the most effective ways to build AQ is through continuous learning and self-improvement. This means taking the initiative to learn new skills, unlearning unhelpful behaviours (such as micromanaging), seeking feedback, and embracing new challenges. 

Why is AQ important to the future of work? 

Individuals with higher AQ tend to perform better, experience greater career success, and be more adaptable and effective leaders. Employers can cultivate AQ in their employees by providing opportunities for continuous learning and development, as well as encouraging a growth mindset and fostering a culture of resilience and adaptability. By fostering a culture of AQ, organisations can create a more agile, resilient and future-proof workforce, which is better equipped to deal with future disruptions and challenges.

Learning and unlearning  
During the pandemic, we saw how many companies and industries quickly learned to pivot to keep up with the changing business landscape. Though this disruption happened virtually overnight, a process of unlearning had to take place. The old ways of working were quickly replaced by the new, such as remote and hybrid work. In VUCA environments, organisations either take a ‘fail fast’ approach to promote continuous learning or risk stagnation.  

The importance of flexibility  

We’d argue you can’t promote adaptability without flexibility. A few years ago, working from home was considered a novelty. In 2023, it’s standard practice, and how some people do their best work. Offering flexibility as an employer not only gives your people autonomy over their work and personal lives, but equips the organisation to better navigate further disruption.  

How can your organisation adapt to the changing needs of your people? Adaptability is a two-way street between employers and employees – leaders can’t expect creativity and innovation from their people by remaining stuck in the past.   

NEW WORKSHOP  

Adaptable Minds – Building AQ in an ever-changing world 

FROM THE TEAM AT TRANSITIONING WELL

This 1-hour session explores the concept of adaptability and provides practical strategies on how individuals can build up their Adaptability Quotient (AQ) to be able to respond flexibly and effectively to changes that occur in a work environment. 

Find out more about this session in our Learning Catalogue here.