Agility and Resilience

Individual and organizational resilience and agility

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RESILIENCE PROFILE PERSONALITY
The Resilience Profile Personality builds on the SIZE PROZESS® Personality and Communication Model as well as the eight areas of competence of the Resilience Circle Training® according to Ella Gabriele Amann. Possible learning and development topics are assigned to each competence field, which are derived from the Concept of Protective Factors and from the results of long-term studies on personal resilience. The Resilience Profile Personality shows personality-related strengths, talents, aptitudes, potentials and possible fields of development of a person. It shows how dynamically and appropriately a person can currently deal with stress, difficult circumstances and situations. As a result, this profile opens the way for targeted development measures that enable a person to deal with stress, difficult and most difficult situations.

RESILIENCE PROFILE ORGANIZATION
The Organization Resilience Profile is also based on the SIZE PROZESS® Personality and Communication Model and the eight areas of competence of the Resilience Circle Training® according to Ella Gabriele Amann. Possible learning and development topics are assigned to each competence field, which are derived from existing, current organizational resilience studies. On the basis of a total of 16 learning and development fields, items for the organization's resilience diagnostics are measured, which describe visible and perceptible behavior. Resilience measures can be derived efficiently from the result of the profile.
The profile also shows the resilience of the organization in relation to its culture. These become visible through historically grown and shared collective assumptions, thought patterns, long-term values, behavior norms and recurring behavior patterns within the social system.

AGILITY PROFILE ORGANIZATION
The Agility Profile Organization is also based on the SIZE PROZESS® Personality and Communication Model and on the eight meta-competence fields that enable an organization and its members to be agile. They are derived from existing current organizational agility studies. On the basis of these studies, items for the agility diagnostics of the organization are measured that describe visible and perceptible behavior.

The profile also shows the agility of the organization with a view on the culture, as described in the team profile organization.

Note:
When diagnosing the individual resilience competencies, but also the agility competencies of an organization, it should be noted that the processing of an individual competence field is usually not sufficient. If resilience and agility are to be promoted in an organization, this is an overall organizational process. It usually requires new forms of collaboration and cooperation, which takes the talents, aptitudes and skills of all employees more into account, encourages independent action and thereby makes the organization more resilient and agile.
 

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