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Instructions: Complete this PC-based edition of the RQ by (A) “tabbing” through the “fields” of first the demographic information on page 1 and then the RQ items on page 2 and 3. (B) Once you have entered values for the demographics and the 32 RQ items, click the “Submit RQ Data” button at the top of the page (this automatically sends just your data to RCI). Then (C) click the “Print” button at the top of this page to print out your RQ scores. Finally, (D) transfer your 32 item scores to the scoresheet on page 8, calculate your RQ dimension and overall RQ scores, and then complete the radar chart on page 4.
Measuring Your
Resilience
• Identify the level of your personal resilience in the face of change
• Explore eight dimensions of your resilience
• Recognize what you can do to enhance your overall resilience
• Discover how to grow your resilience
• Develop a personal plan for strengthening your resilience
www.RussellConsultingInc.com
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Tools for Leadership and LearningTools for Leadership and LearningTools for Leadership and LearningTools for Leadership and Learning
This online edition of our Resilience Quotient is made available for download to individuals and for their personal use only.
Copying or distributing the RQ to others is strictly prohibited.
Please contact Russell Consulting, Inc. for permission to use the RQ for teams or organizations.
The Resilience Quotient™ was developed and copyrighted by Russell Consulting, Inc. All rights reserved. Reproduction in any form, in whole or part, is strictly prohibited.
www.RussellConsultingInc.com
E-Mail: [email protected]
© 2009, Russell Consulting, Inc. www.RussellConsultingInc.com 1
Your Resilience Quotient™
Developed by Jeffrey and Linda Russell, Russell Consulting, Inc.
The Resilience Quotient measures your relative effectiveness at dealing with life’s many challenges. Whether these challenges involve setbacks and loss in your personal life, in your career, or in your daily interactions with co-workers and associates, the RQ assesses your ability to effectively and healthily respond to these challenges.
Information about You
As part of our continuing research on the effectiveness of the RQ, we’d like to know a bit about you. The information you provide us on this page is only for research purposes. You personal data will remain anonymous. This demographic information is optional.
Demographic Information: The following optional information is requested for RQ research purposes only. Answering these demographic questions will help us develop norms for the RQ and enhance the quality of the measure. Please place the one number in the box for each demographic category that best describes you.
Gender: 1 = Female 2 = Male
Age: __ years
Race: 1 = American Indian 5 = Hispanic 9 = South Asian (e.g. Indians, Pakistanis, Bangladeshis, etc.) 2 = Arab 6 = Malay 10 = Mixed Heritage (other than Hispanic) 3 = Black 7 = Oriental/Asian (e.g. Chinese, Japanese, Korean, Laotian, Vietnamese, etc.)
4 = Caucasian 8 = Polynesian 11 = Other
Job Role: 1 = Senior Leadership/Divisional Management 3 = Technical/Production Work/Front Line Employee 2 = Managerial/Supervisory
Occupation: 1 = Administrative Support 9 = Human Resources 2 = Arts 10 = Information Technology Services 3 = Business/Entrepreneurial 11 = Journalism/Media 4 = Corporate Education/Training/Consulting 12 = Marketing 5 = Education (e.g., teaching/instruction) 13 = Production/Manufacturing 6 = Financial Services/Insurance Services 14 = Research/Academia/Government
7 = Healthcare 15 = Retail Sales and Services 8 = Hospitality (e.g., hotel/restaurant) 16 = Other
Completing the RQ
Instructions: There are no right or wrong answers in this assessment. The statements below explore your perceptions of yourself and your interactions with the environment and others. Read each statement carefully and, using the 6-point scale, indicate your honest self-assessment of the extent to which you agree or disagree that each describes how you perceive yourself, your intentions, and behaviors.
Being honest in this self-assessment as to whether you agree or disagree with each of these statements is critical for the most accurate RQ score.
Once you have responded to all 32 statements, (a) transfer your answers to the score sheet on page 8, (b) plot your RQ dimensions on the radar chart on page 4, and (c) interpret the results by reading pages 5 through 7.
© 2009, Russell Consulting, Inc. www.RussellConsultingInc.com 2
1 = strongly disagree
2 = disagree
3 = slightly disagree
4 = slightly agree
5 = agree
6 = strongly agree
In general . . .
______ 1. I believe that I have the knowledge, skills, and abilities to deal with almost anything that happens to me.
______ 2. I know what’s important to me in my life.
______ 3. I approach new situations with an open mind as to what needs to be done.
______ 4. When faced with a major change, I usually find a way to create systems or structures that give me a degree of control that I find useful and helpful.
______ 5. When I have a problem to solve or a decision to make, I usually spend time defining the problem or decision.
______ 6. In social interactions at work and in my personal life, I am usually able to laugh at myself when appropriate.
______ 7. I have a diverse group of people whom I consider good friends.
______ 8. I view change — even difficult and challenging change — as an opportunity for me to learn and grow.
______ 9. I think and speak positively about myself and my abilities when facing a challenge or stress.
______ 10. When I look back on my life, I see a clear pattern in the choices and decisions that I have made.
______ 11. I am willing and able to make adjustments to my goals and plans when situations and expectations of me change.
______ 12. I start each work day by thinking about what I need to accomplish during that day and I end each day reviewing what I need to accomplish the next day.
______ 13. I see the problems that I face in life and at work as challenges that I can solve.
______ 14. I find it easy to empathize with others’ frustrations, hurts, joys, misfortunes, and successes.
______ 15. I find it easy to form lasting friendships.
______ 16. When an unwelcome change is forced upon me, I can usually find a way to either influence the course of the change or find a way to make the change work for me on my terms.
______ 17. When I face difficult challenges I am able to maintain confidence in my ability — one way or another — to overcome the challenge.
______ 18. I have a pretty good idea of what I want to accomplish in my work and life.
© 2009, Russell Consulting, Inc. www.RussellConsultingInc.com 3
1 = strongly disagree
2 = disagree
3 = slightly disagree
4 = slightly agree
5 = agree
6 = strongly agree
In general . . .
______ 19. I find that, most of the time, I am able to find a way to meet both my needs and the needs of others in a changing environment or during conflict.
______ 20. I usually maintain some sort of a “to-do” list to help me focus on what I need to work on.
______ 21. I usually try to get down to the root cause of a problem before I try to solve it.
______ 22. In stressful or conflict situations I am usually able to maintain effective relationships with others.
______ 23. I frequently turn to my circle of friends when I am frustrated, confused, angry, or uncertain — and when I have great news to share.
______ 24. Rather than focusing on what others are doing to me, I tend to focus my energy on how I can make the best of a situation.
______ 25. When I face great challenges, I look within myself for the answers about what to do and how to respond to the challenge.
______ 26. I know what I need to do to achieve my personal and professional goals.
______ 27. I can usually accommodate others’ needs (adjust my behaviors) while remaining true to my personal goals.
______ 28. When I am confused about what I need to do or the choices I need to make, I usually try to write out my thoughts.
______ 29. When I solve problems or make decisions I try to identify the relationships between the problem I am solving or decision I am making with other issues, problems, and challenges.
______ 30. I value the diverse beliefs, approaches, and methods that people bring to their work and their daily interactions with me.
______ 31. I regularly participate in one or more non-work-related group activities with friends (e.g., church, sports, cultural, etc.) where I can let off steam, learn, grow, and have fun.
______ 32. I believe that my own decisions and actions during a change will make the biggest difference in how the change affects me.
© 2009, Russell Consulting, Inc. www.RussellConsultingInc.com 4
SelfAssurance
Personal
Vision
OrganizedProblemSolver
InterpersonalCompetence
SociallyConnected
Proactive
24
4
8
12
16
20
4
8
12
16
20
24
12
8
4
16
20
24
4
8
12
16
20
24
4
8
12
16
20
24
4
8
12
16
20
24
4
8
12
16
20
24
4
8
12
16
20
24
Flexible &Adaptable
Your Resilience Quotient™
Instructions: Using the example RQ radar chart to the right as a model, transfer the eight RQ dimension scores from the score sheet on Page 8 to the RQ radar chart below. Place a “dot” on the approximate location of each RQ dimension score on the numbered line associated with each RQ dimension—and then draw lines to connect the dots.
Date: ___________
Total RQ Score: ___________
Example
© 2009, Russell Consulting, Inc. www.RussellConsultingInc.com 5
Interpreting Your Resilience Quotient™ Score
The maximum overall RQ Score is 192. The lowest possible overall RQ score is 32. For individual RQ dimensions, the maximum possible score is 24; the lowest possible score is 4.
Instructions: Locate your overall RQ score in the range of RQ values below. Follow the suggestions offered in the explanations of each resilience level to begin developing and strengthening — or preserving — your personal resilience.
170 to 192 Very Resilient: You are consistently able to deal effectively with and even thrive on change. You have effective mechanisms in place that give you direction, structure, support and self-confidence.
142 to 169 Resilient: Most of the time you are able to deal with change in a positive manner. You have a number of mechanisms in place that help you deal with the uncertainty of change. You could strengthen your RQ by further developing your skills in your lower scoring RQ dimensions.
131 to 141 Somewhat Resilient: Change has a tendency to knock you off your best performance. You have some difficulty regaining your footing. While you have some stabilizing mechanisms in place, you could work at developing and exercising more of them. Look to your lowest scoring dimensions as a place to start.
32 to 130 Not Very Resilient: Change creates major challenges for you. You are frequently unprepared for the uncertainty and lack of stability that change creates. While there are times when you are able to find stability and focus, you need to develop and enrich a broad range of resilience capacities. Look to your lowest scoring dimensions as a place to start and then develop your RQ development plan.
Percentile Scores: For all those who have completed the RQ the percentile score norms are:
10% of respondents scored between 170 to 192
25% of respondents scored 161 or better
50% of respondents scored between 152 and 192
50% of respondents scored between 32 and 152
25% of respondents scored at or below 141
10% of respondents scored between 32 and 131
Normative Data Average Score: The average or mean score for all those who have completed the RQ is 150 with a standard deviation of .68. The range of all RQ responses is from 107 to 190, the median (or midpoint) is 152, and the mode (most frequent score) is 151.
Interpreting Your RQ Radar Chart
Interpreting the meaning of your completed RQ radar chart involves examining the overall size of the “wheel” (a wider wheel suggests greater resilience) and the “balance” or proportionality of the wheel. A wheel out of balance, for example, would be evident if the your scores indicated low levels of resilience in one or more dimensions (such as personal vision or interpersonal competence) as compared to other dimensions. The gray area represents a low to moderate level of resilience.
To maintain or strengthen your resilience, you should focus on both expanding or growing the size of the wheel as well as targeting for special emphasis any RQ dimension that is, in general, lower than the other dimensions — hence creating an imbalance. If one RQ dimension is significantly higher than the others, consider this an important asset that you can build upon as you strive to grow or strengthen the other dimensions.
© 2009, Russell Consulting, Inc. www.RussellConsultingInc.com 6
What is Resilience?
Resilience — the capacity of a body to “spring back” to its original shape in the face of adversity or stress — is a key factor contributing to an individual’s effectiveness in life and at work.
The Dimensions of Human Resilience
1. Self Assurance. This dimension involves a high level of self-confidence and a belief that one can meet any challenge with hope and realistic optimism. Self-assurance also includes the understanding that, while the world is complex and challenging, one has the ability to find the opportunity and to succeed
despite these challenges.
2. Personal Vision. Resilient people know what they believe in and have a clear idea of what they want to accomplish or create in their life. With a larger life-purpose pulling them forward, resilient people approach adversity and stress with a sense of opportunity and hope.
3. Flexible and Adaptable. The most resilient people are those who are keenly aware of and sensitive to the changes occurring in the world around them. With the help of this awareness, they
are able to shift gears and direction if necessary to accommodate the new reality while remaining true to their life purpose/vision. Resilient people adapt to the environment as both a survival mechanism but also as a vehicle for enabling them to continue the pursuit of their personal goals.
4. Organized. In the face of chaos and uncertainty, resilient people find ways to create a level of order and structure that provides them the focus and stability they need. This can involve setting short-term goals, thinking through their actions before taking action, putting together “to-do” lists, and so forth.
5. Problem Solver. Resilient people have the ability to analyze problems, discover the root causes, and create lasting solutions. They are also effective at seeing the relationship of a problem to other problems within a larger system or network of deeply interdependent issues. This awareness of the bigger picture enables them to recognize the limits of their own influence and to expect (and not be blindsided by) the unexpected.
© 2009, Russell Consulting, Inc. www.RussellConsultingInc.com 7
6. Interpersonal Competence. A key dimension of resilience is an individual’s ability to understand and empathize with others. Resilient people demonstrate the competencies of emotional intelligence: a high level of self and social awareness and the ability to use this awareness to effectively manage themselves and their relationships with others.
7. Socially Connected. Closely related to interpersonal competence, this resilience dimension involves the quality of a person’s personal and professional network of relationships. Resilient people tend to have a strong relationship network within which they share ideas, problems, solutions, frustrations, hopes, and so forth. In the face of adversity and stress, resilient people call upon this network for support, affirmation, and problem solving.
8. Proactive. Resilient people, rather than simply reacting to a change, actively engage it. They tend to have an internal locus of control where they believe that they have the capacity and the responsibility to determine their own destiny vs. feeling powerless in a given situation. Resilient people, as a result, focus on expanding their influence over a change through assertive behaviors and actions. This proactivity enables them to preserve their self-efficacy in the face of any change — even a traumatic one.
Action Planning in Developing Your Resilience
Based upon the overall RQ value and the individual RQ dimension scores and an examination of the size and shape of the RQ “wheel,” you should now be able to identify areas in your life where you can target to strengthen or enhance your resilience capacities. If the overall RQ value is strong, but individual RQ dimensions suggest potential resilience vulnerabilities, the dimension scores and radar chart can help point you toward the potential growth areas.
© 2009, Russell Consulting, Inc. www.RussellConsultingInc.com 8
Scoring Your Resilience Quotient™
Scoring Instructions: Transfer the scores you gave to each of the 32 items on the RQ in the appropriate box below (note the vertical listing of the statement numbers). Then add the numbers in each row to calculate the score for each RQ dimension and enter it in the column to the right. To determine your overall RQ score, add the numbers for all of the eight RQ dimensions and enter your total RQ score in the box at the lower right of the grid.
RQ Dimension Tally Box RQ Scores
Self-Assurance 1: 9: 17: 25: =
Personal Vision 2: 10: 18: 26: =
Flexible and Adaptable 3: 11: 19: 27: =
Organized 4: 12: 20: 28: =
Problem Solver 5: 13: 21: 29: =
Interpersonal Competence 6: 14: 22: 30: =
Socially Connected 7: 15: 23: 31: =
Proactive 8: 16: 24: 32: =
Overall RQ Score:
Instructions for Plotting Your RQ Scores: Once you have calculated your individual RQ dimension and overall RQ scores, plot each of the RQ dimension scores on the RQ radar chart located on page 4 of this assessment.
Follow the interpretation instructions on pages 5 through 7.
Thank you for completing this RQ assessment. If you are interested building the RQ into your organization’s human resource strategies or if you are a consultant and wish to integrate the RQ into your practice, contact Russell Consulting, Inc. for more information: [email protected].
