PAR & S.C.O.P.E.
Help your clients get unstuck between the old world of work and the new.
PAR and S.C.O.P.E. are Kevin Empey's research-based agility assessments, built at Work Matters. S.C.O.P.E. gives leadership teams a rapid diagnostic of organizational agility across five dimensions; PAR, the Personal Agility Radar, shows individuals the skills they need to adapt, perform and thrive in a changing world of work. Together they tell one agility story, from the organization down to every individual in it. You bring the relationship and the strategy; these instruments give you the evidence.
Coaches and consultants guiding transformation, agile adoption and future-of-work programs
Kevin Empey's agility model: five organizational dimensions, six personal dimensions
S.C.O.P.E. organizational diagnostic · PAR personal self-assessment
English · [EDIT: other languages on request - confirm]
Not required - a one-hour onboarding webinar gets you started [EDIT: confirm with Kevin]
Research-based; PAR validated with research partners at Trinity College Dublin
One agility story, from organization to individual
Agility is often framed as a choice between stable and dynamic. The research behind these instruments says it is both at once: a stable, disciplined backbone combined with the nimble, adaptive capabilities to sense change and respond fast. Most organizations get stuck exactly in that tension, managing in the old world while trying to lead in the new. Agility is needed at every level to break through, which is why this toolkit measures it at two: S.C.O.P.E. evaluates the organization, PAR evaluates the individual. Same story, two altitudes, and every score points to something you and your client can work on.
S.C.O.P.E. - five organizational dimensions
A rapid health check of organizational agility: where is agility enabled, and where does it get stuck?
Strategy
How agility and adaptiveness are positioned and prioritized in the organization's strategy and business planning.
Culture
Whether leaders and teams enable a safe culture of experimentation, co-creation and learning by doing.
Organization
Whether structures, systems, processes and decision making enable agile practices and fast, distributed action.
People
Whether workforce planning, talent strategy and HR processes are designed with agility and flexibility in mind.
External Focus
How the organization optimizes external partnerships and deliberately scans its environment for opportunities and risks.
PAR - six personal agility dimensions
The individual qualities behind adapting, performing and thriving in a changing world of work, across a personal and a social domain.
Purposefulness
A bias towards action, driven by clear personal purpose and values, aligned with the goals of the organization.
Learning Mindset
Openness to new ideas, skills and perspectives, with a growth-oriented attitude to learning and experimentation.
Change Orientation
The adaptive quality of responding positively to change, combined with the resilience to bounce back and sustain it.
Empowered
The confidence and motivation to take on autonomy, and an environment that actively encourages and enables it.
Relationship Management
Building networks and trust, demonstrating impact and influence, and handling constructive conflict well.
Collaboration
Working effectively in teams and proactively sharing knowledge to achieve more than is possible alone.
Choose the right agility assessment
One agility story, two altitudes. Start at the organizational level to see where a company gets stuck, or at the individual level to build the personal skills that make change work. Many engagements use both: S.C.O.P.E. to diagnose the system, PAR to develop the people in it.
Organization & teams
S.C.O.P.E. Organizational Agility Assessment
A rapid diagnostic of organizational agility. Leaders rate fifteen research-based statements twice, how true they are today and how much they matter for the future, revealing exactly where agility is enabled and where it gets stuck: strategy, culture, organization, people or external focus.
Partner rate on request · per deployment
View details →Individual
PAR - the Personal Agility Radar
A research-based self-assessment of personal agility. Your client is scored across six dimensions of adapting and thriving in a changing world of work, sets their own priorities, and leaves with a built-in action plan, ready for your coaching conversation.
Partner rate on request · per report
View details →Kevin Empey
Kevin Empey is the founder and Managing Director of Work Matters, where he helps organizations, leaders and employees thrive in the changing world of work. A leading voice on the future of work and workplace agility, he advises leadership teams navigating the tension every established organization now faces: managing in the traditional way while learning to lead in a more adaptive one.
Kevin developed S.C.O.P.E. and PAR to move agility from an aspired value to a measurable, buildable capability. The instruments are grounded in academic research on workforce agility; PAR was developed with Esperto and refined with research partners at Trinity College Dublin, validated through primary research with business and HR leaders from organizations covering over 150,000 employees.
Founder and Managing Director - Work Matters
Developer of the S.C.O.P.E. Organizational Agility Assessment and the Personal Agility Radar (PAR)
Research-based - PAR refined and validity-tested with research partners at Trinity College Dublin
Advisor to leadership teams on the future of work, workplace agility and career navigation
Most organizations adopted agile. Fewer became agile.
Agility is still the dominant answer to a business environment that will not sit still, and most organizations have prioritized it. Yet as a deliberate, organization-wide capability it is often inconsistently defined and unevenly executed: frameworks introduced, teams renamed, and the underlying tension between the old way and the new never resolved. That gap between aspiration and reality is exactly where these instruments, and you as the coach, come in. Measure it, name it, and it becomes workable.
When agility is measured and built, your client gains
- A shared, concrete definition of what agility means for them
- Insight into the real enablers and blockers, level by level
- Faster response to change in markets, technology and AI
- People with the personal skills to make new ways of working stick
When it stays an aspiration, they suffer
- Agile practices adopted on paper but stuck in old habits
- Contrasting realities between leadership and the work floor that nobody surfaces
- Change programs that stall against culture and structure
- Capable people who burn out on ambiguity instead of thriving in it
“
[EDIT: quote from a consultant or coach who has used S.C.O.P.E. with a client organization. A concrete outcome beats generic praise. Confirm with Kevin Empey.]
[EDIT: Full name]
[EDIT: Role, Company]
“
[EDIT: quote from a leader whose organization went through S.C.O.P.E., ideally about the contrasting perspectives it surfaced between levels. Confirm with Kevin Empey.]
[EDIT: Full name]
[EDIT: Role, Company]
“
[EDIT: quote from a coach or participant about PAR, ideally how the radar and action plan changed what they actually did. Confirm with Kevin Empey.]
[EDIT: Full name]
[EDIT: Role, Company]
Built so you can deliver value and earn your margin
Both assessments are priced as partner rates, leaving clear room between what you pay Esperto and what you charge your client. Pay-as-you-go, no subscriptions, no platform lock-in. Rates depend on volume and scope, so we share them on a discovery call.
S.C.O.P.E. Organizational Agility Assessment
Contact us
per deployment
A composite organizational report across the five S.C.O.P.E. dimensions, with current versus future-priority gap analysis and respondent comments.
See S.C.O.P.E. →PAR - the Personal Agility Radar
Contact us
per report
One person's radar profile across six personal agility dimensions, with their own priorities and a built-in action-planning guide.
See PAR →No full certification required. A recorded onboarding webinar of about an hour is all it takes to start deploying S.C.O.P.E. and PAR with your clients. That keeps the barrier low and your time investment minimal, while the webinar equips you to interpret the results and lead a strong debrief. [EDIT: confirm the webinar-onboarding model with Kevin Empey before publishing.]
Frequently asked questions
How do you measure organizational agility?
With a structured diagnostic like the S.C.O.P.E. Organizational Agility Assessment. Respondents rate fifteen research-based statements across five dimensions (strategy, culture, organization, people and external focus), twice: how true each statement is today, and how much it matters for the organization's future. The gap between those two scores shows exactly where agility is enabled and where it is stuck, turning an abstract ambition into a concrete, prioritized agenda.
What is personal agility?
Personal agility is the set of individual qualities that helps people adapt, perform and thrive in a fast-changing world of work. The Personal Agility Radar (PAR) measures it across six dimensions in two domains: purposefulness, learning mindset and change orientation on the personal side, and empowered, relationship management and collaboration on the social side. It is based on academic research on workforce agility and validated through primary research with business and HR leaders.
What is the difference between S.C.O.P.E. and PAR?
Altitude. S.C.O.P.E. measures the agility of an organization: its strategy, culture, structures, people processes and external focus. PAR measures the agility of an individual: the personal skills and environment that let someone adapt and thrive. They share one underlying agility story, so many engagements use both, S.C.O.P.E. to diagnose the system and PAR to develop the people in it.
Which assessment should I start with?
Start where your client feels the pain. If a leadership team senses their transformation is stuck, start with S.C.O.P.E. to surface where and why. If you coach individuals on careers, leadership or adapting to new ways of working, start with PAR. And if a S.C.O.P.E. result shows that people and culture are the bottleneck, PAR is the natural next step for the individuals involved.
In which languages are the assessments available?
Both instruments are available in English. [EDIT: confirm additional languages with Kevin Empey; the Esperto platform supports up to 34 languages, so other languages can be arranged on request.]
Do I need to be certified to deploy these with my clients?
No full certification is required. You follow a recorded onboarding webinar of about an hour, which equips you to set up the assessments, interpret the results and lead the debrief. After that you deploy both instruments pay-as-you-go. [EDIT: confirm the webinar-onboarding model with Kevin Empey before publishing.]
How is privacy handled?
Individual responses are handled confidentially, and organizational results are reported at group level so people can answer freely. Esperto hosts assessments in the Netherlands and works fully GDPR-compliant. [EDIT: confirm retention policy and any Work Matters-specific privacy arrangements before publishing; WorkMatters' own privacy statement is at workmatters.ie/privacy-policy.]
How does pricing and my margin work?
You pay a partner rate per deployment (S.C.O.P.E.) or per report (PAR) and charge your client what fits the value of your engagement. The difference is your margin. There are no subscriptions or platform fees on top, and no certification investment to earn back. Rates depend on volume and are shared on a discovery call.
Can I combine these with other Esperto assessments?
Yes, and the combinations are where these instruments shine. S.C.O.P.E. includes culture as one of its five dimensions; when culture surfaces as the bottleneck, a dedicated culture assessment like The Culture Fix's Organizational Culture Survey is the natural deep dive, and the route works the other way too. PAR pairs well with individual instruments like the 5 States of Success or the Enneagram, and organizations working on growth often run S.C.O.P.E. alongside the Scaling Up assessments. We can suggest combinations on a call.
Let's talk about how PAR & S.C.O.P.E. fit your practice.
A short discovery call is the fastest way to know whether these instruments are right for your next engagement. We will ask how you work with clients on transformation, new ways of working and career development, and which altitude fits best, the organization or the individual. Then we will be honest about whether PAR and S.C.O.P.E. are the match, or whether something else in the Esperto toolkit fits better.