Spiritual Quotient Assessment (SQA) – A Rebirth Organizational Change & Development Value Proposition

The world of work is distinct from what it was two decades before, or here. There is a need for visible, integral ecological change in divergent environments globally that is sensitive to existing realities, such as COVID-19 and the effects of digital transformation (DX) within the paradigm of 4IR. In the field of employment, the synthesis of these variables poses a paradigm shift that compels individuals and organisations to assess their state of “fitness” and “proper” to be relevant in a fast-paced global village. In different contexts, starting with self, team, organisation and culture, the scantiness of 'rebirth' transition is noticed and is partially affected by the lack of identity in the sense of what has been known as 'new standard.' This has culminated in significant losses in world economies reflecting organisations' ill preparedness to effectively handle dynamic change. This state of ill preparedness calls for a ‘rebirth.’ Rebirth as a solution for organizational change and developed is an innovative and intuitive framework that precipitates agile organizations to unlock shareholder contribution in the advent of compelling and direful situations. Its adaptive nature of nimble-wittedness provides leaders and managers with real-time, credible and effective response for optimum sustainability. To achieve this, one of the innovations of the Rebirth Model is its flagship SQA tool for diagnostics. The SQA focusses on the foundational and fundamental quotients known as the Spiritual Quotient (SQ) and the Body/Health Quotients (BQ+HQ). These quotients play a vital role in enhancing a change process both at individual and organizational perspective. This proposition provides an outline of processes organizations could follow for successful implementation of Organizational Change and Development (OCD).

职场世界已与二十年前（或当下所处状态）截然不同。全球不同环境中亟需可见且整体性的生态变革，这种变革需敏锐回应现有现实，例如COVID-19疫情，以及第四次工业革命（4IR）范式下数字化转型（DX）的影响。在就业领域，这些变量的综合作用引发了范式转变，迫使个人与组织评估自身的“适配性”与“恰当性”状态，以在快节奏的地球村中保持相关性。在不同情境下（从个人、团队、组织到文化层面），“重生”转型的匮乏已显现，这部分源于对所谓“新标准”缺乏清晰认知所导致的身份认同缺失。这最终导致全球经济遭受重大损失，反映出组织在有效应对动态变化方面准备不足。这种准备不足的状态亟需一场“重生”。“重生”作为组织变革与发展的解决方案，是一个创新且直观的框架，能促使敏捷组织在紧迫危急的情境下释放股东价值贡献。其机敏灵活的适应性特质，为领导者与管理者提供实时、可信且有效的应对方案，以实现最优可持续性。为实现这一目标，重生模型（Rebirth Model）的创新点之一是其旗舰诊断工具SQA。SQA聚焦于基础性核心商数，即精神商数（Spiritual Quotient，SQ）与身体/健康商数（Body/Health Quotients，BQ+HQ）。这些商数在提升个人与组织层面的变革进程中发挥着关键作用。本命题为组织提供了可遵循的流程框架，以成功实施组织变革与发展（Organizational Change and Development，OCD）。