FAQs | Epic Pivot

FAQs

What is the purpose of the AEM-Cube?

The AEM-Cube is a cybernetic model that was created by a Dutch psychiatrist, Peter Robinson, who felt the need to tie business practice to ethology, which is the science that investigates how and why a specific behavior develops and what drives that behavior. Within ethology, concepts have been developed that deal with how people form human bonds (attachment) and how people are attracted to the unknown (exploration).
Organizations derive strength from a combination of teamwork, loyalty, and the ability to successfully endure change. The AEM-Cube is a tool that leverages the concepts of attachment and exploration, so leaders may identify the emotional intelligence required for agility and survival.
The AEM-Cube itself is delivered as an online questionnaire form, which provides individuals with a comprehensive report describing where they naturally contribute most effectively within a team and organizational setting. Using the data produced from the cube, organizations may maximize efficiency and output of growth by utilizing high performing teams and individual strengths. Unlike other strengths or personality indicators, such as Myers Briggs Type Indicator, Management by Strengths, DISC, and others, the AEM-Cube is focused on growth, execution and tied directly to an organization’s strategy.

What is the difference in the AEM-Cube and the AEM-Cube 360?

Both the AEM-Cube & AEM-Cube 360 will consist of a “Self-Image,” or self-report section, where participants fill in answers to an online questionnaire about themselves (psychology). In addition to the Self-Image portion, the AEM-Cube 360 allows for others to report how they perceive an individual at work or in a team dynamic; this is known as the “Feedback-Image.” This 360 perception provides information about how an individual is actually “being” (ontology).
By comparing the Self & 360 Feedback images, the tool quickly identifies if an individual’s natural preferences align well with his or her current role. It also can highlight “group think”—showing visually when employees are conforming to accommodate an established culture or leadership style. Understanding how employees may actualize their potential most powerfully in the organization is a major step in hiring the right fit and retaining a trained workforce.

How many participants have taken the AEM-Cube?

Currently, the normative group consists of over 95,000 users, and is growing every day. In the U.S., early adopters include: Apple, IBM, Phillips, Yahoo, Stanford and Purdue. The model has been data verified and normalized through a rigorous process to ensure robust output. Use of the AEM-Cube tool spans from identifying well-suited career paths, to improving team efficiency and boosting innovation.

How does the AEM-Cube benefit organizations?

Key benefits include:

Cognitive Diversity & Inclusion

—Traditional “diversity” focuses largely on demographics. Agility in the information age requires other types of diversity and inclusion as well, like cognitive thinking and technologies. The AEM-Cube is a highly complex tool that measures employee’s cognitive preferences. Successful organizations leverage potential from each cognitive preference type. Inclusion of each preference type increases innovation, accelerates decision making, and reduces risk.

Retention

—Matching natural preferences to organizational roles helps ensure employees are engaged and feeling energized by their contributions. Engaged employees stay five times longer than their peers.
Hiring—Understanding whether a recruit will be optimized in the role available saves organizations time and money. Using AEM-Cube as a hiring tool identifies the preferences of recruits and subsequent alignment to the role being offered.

Mitigating Operational Risks

—This tool maps teams and individuals to identify gaps and risks. It also highlights if an individual is in a current role that could produce burnout, so mitigation strategies may be deployed.

Career Choice

—Many students are unfamiliar with career choices outside of their previous exposure. The AEM-Cube is being used by educational institutions to help students identify potential career paths based on their natural strengths and preferences. It helps students become aware of new possibilities, improves the likelihood they will finish a degree path, and helps potential employers hire a good fit.

What does AEM stand for?

AEM stands for:

A — Attachment
E — Exploration
M — Management of Complexity

How long does it take to complete the AEM-Cube?

After receiving a link for registration, it generally takes 10-12 minutes to complete the questionnaire. To avoid incomplete test results, completing the entire online assessment in one session is highly recommended.

How many participants may take the AEM-Cube at a time?

There is no size limit on the number of people who may take the AEM-Cube assessment. To review results, effectiveness depends on the depth of information covered. Since the model is complex, if a complete review of 3 axes of the Cube are covered, we recommend group sizes of 50 or less. If focus is solely on one axis, like the S-Curve (“Exploration Axis”), any size group will be effective. Cole Scott Group works with leadership and event planners to find the right balance that ensures participants receive maximum benefits from the tool.

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