Change is hard and is getting harder. Understand your team with a simple tool.
Don’t let uncertainty stifle your team’s wellbeing and performance.

How adaptable are you?

Complete the assessment to build your snapshot report profile.

In a recent EY study, 50% of CEO’s named uncertainty as the single greatest external threat to the business.

(October 2019 | 21st edition | ey.com/CCB Global Capital Confidence Barometer)

What You Will Learn

Learn how your brain responds when you are faced with uncertainty.

Unpack the behaviours so you can better navigate ambiguity.

Develop insights into how you can rewire your brain to succeed despite the uncertainty and ambiguity.

What You Will Achieve

  • Become the Innovator – applaud the cycle of try, fail, learn, try again
  • Lead where others are unwilling to go – explore the opportunities the unknown, the new, the unfamiliar can present
  • Get your team unstuck! – empower them to get curious and make choices with an eye on ‘what if’

Never before has it been so easy for organisations to measure how comfortable their people are with embracing ambiguity and adapting to the uncertainty of change.

The Indicator of Ambiguity (I Am) assessment tool gives you direct insight into the mindsets of your employees and customised tools to develop greater adaptability in the workplace.

Adapting to Ambiguity

The Science behind our solution


Researchers have been curious about how we adapt to ambiguity for decades. In 2016, Italian rresearchers conducted a significant study into our behaviours in response to ambiguity and subsequently developed a comprehensive assessment tool which looks at our human response to ambiguity across a range of factors, but they did not investigate our workplace responses to ambiguity and uncertainty. But we did. A research partnership with Queensland University of Technology was established to answer the question – why do some people manage and respond to ambiguity and uncertainty better than others? We wanted a workplace measure which would give individuals a deeper insight into what they feel and the way they behave in unclear, confusing or uncertain situations at work.

Our research revealed three workplace dimensions which categorise how we respond to uncertainty and ambiguity – Comfort with Ambiguity, Desire for Challenging Work and Managing the Uncertainty. A benchmark study was established and sought to confirm that a tolerance of ambiguity was related to a range of important work-related behaviors such as leadership, decision making and creativity. The research also investigated the relationship between a tolerance of ambiguity with a range of work-related attributes or ‘habits’ including perfectionism, assertiveness and mindfulness. The study assessed whether these habits, when targeted by interventions, might be useful in helping individuals develop their Tolerance of Ambiguity. The globally reliable and valid assessment tool and habit-based learning program is recognised for its ability to empower individuals and teams to build a clearer tolerance of ambiguity. The Indicator of Ambiguity (I Am) assessment tool gives you direct insight into the mindsets of your employees and customised tools to develop greater adaptability in the workplace.

Like all good research projects, this one is infinite in approach, meaning we are adding more data, more insights and more case studies as we roll out the program across industries and businesses. Once you know where your tolerance levels sit and you have started to build an understanding of why you behave the way you do and more importantly that you can rewire your brain (with diligence, determination and desire) to better respond to ambiguity and uncertainty you will be a part of the future of how we work. You will embrace ambiguity and the opportunities it presents, you will be be a role model of habits which generate real and sustainable change and you will be a contributor to a world that leans into ambiguity and enjoys a fuller life, a richer life because of the unknowns and the uncertainties, not despite them.