Coaching for a Thriving Organisation using the Resilience Quotient Inventory and the Leadership Climate Indicator
Wednesday 23rd September, 2020
Speakers: Dr Matthew Critchlow, Managing Director of Thrive and Sarah Speers, Consulting Director, Training Solutions, PSI Services.
Following the success of the virtual seminar in June our September event was also delivered in a similar online format. Our topic for this event focused on coaching by providing support with well-being, resilience and high performance in the workplace. During the event, two development tools were discussed that measure different aspects of this area of coaching. A full review of this seminar will be available soon.
Dr Matthew Critchlow
Managing Director of Thrive
Coaching with the Resilience Quotient Inventory (RQi)
The Resilience Quotient Inventory (RQi) measures beliefs, behaviours and environmental factors that enable people and teams to cope well under stress and bounce back from adversity. It was developed by Dr Matthew Critchlow and Dr Julian Edwards. Matthew led an interactive session where we explored our own and our client’s resilience and related this to the Six Elements of Resilience Model which underpins the RQi. All participants had the opportunity to complete the RQi for themselves ahead of the session, which provided a very practical basis for the session.
Consulting Director Training Solutions, PSI Services
The Leadership Climate Indicator (LCI)
Our second session was also interactive as Sarah introduced us to the Leadership Climate Indicator (LCI). This measures the Emotional Intelligence of an organisation. It focuses on, and measures, the behaviour of leaders, both positive and negative, as a major factor determining the emotional climate or tone they will set in an organisation (“How does it feel to work around here?” and “How does it feel to be led by you?”). The LCI is completed by employees who assess the climate created by individual line managers and/or groups of leaders such as a senior leadership team. It provides a snapshot diagnosis of how the current leadership climate is perceived and experienced by employees. Sarah also discussed the LCI model, and participants had the opportunity to practice applying the model for group development and individual coaching.