The Predictive Index System

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1 The Predictive Index System Decoding the Human Component of Work with the Predictive Index January 16, 2018 Tracy Timm Lonesome Dove Trail Hurst, TX

2 Just a Little Sprinkle

3 However.

4 Outline for Today 4 Major Drivers of Workforce Behaviors Effective Communication in the Workplace Your Unique Professional Genius Zone

5 Who Are You?

6 One Basic Premise The most frequent sources of problems and failure in a job are a result of mismatched personalities [ ] and not through a lack of skill, knowledge or experience. Davenport and Harris (Competing on Analytics)

7 Behavioral Psychology Science of Human Behavior 1. Observable and Measurable 2. Stimulus Response/Motivation 3. Behaviors Become Habits 4. Consistency ~ Predictability 5. Figuring all this out about someone else is extremely difficult

8 What Makes Someone Exceptional? Will Do (Natural) Knowledge Behavior Skills Can Do (Learned)

9 Take Advantage of the Matches Job Behaviors Communication Decision making Problem solving Pace of Activity Leadership Management Delegation Recognition Human Behaviors

10 What Are We Measuring?

11 The Predictive Index Assessment The Predictive Index (PI) Survey (Free-choice inventory, 86+86=172 possible responses)

12 Easy to Read Cardiologists read this PI Analysts read this

13 The PI Results Natural, Basic Behaviors Attempted Behavior Modifications Observable Behaviors

14 4 Themes of Behavior Measures expression of need to influence people and events. DOMINANCE (A) Measures expression of need for social interaction. EXTROVERSION (B) Measures expression of need for pace of activity. Measures expression of need for formal rules and structure. PATIENCE (C) FORMALITY (D)

15 Reading the Results Sigma LOW A A Dominance Patience C B Extroversion HIGH (Lower Expression of Drive) D (Higher Expression of Drive) Formality

16 Factor A: Dominance The Drive for Control LOW (Lower Expression of Drive) Agreeable Cooperative Team-focused Risk-averse Accommodates the Team PREFERS: Harmony, Encouragement Freedom from risk decisions Team recognition HIGH (Higher Expression of Drive) Independent Assertive Self-Confident Self-Starter PREFERS: Venturesome Individualistic Competitive Authoritative Challenge, Independence Control of own activities, Recognition

17 Factor A: Professional Strengths Low A Gifts: High A Gifts: Good listening skills Supportive management style Team oriented and inclusive Non-confrontational Corporate focused Trustworthy Interested in team development Strategic by nature/ Big-picture Comfortable with risk Self-motivated Innovative, looks to drive change Challenges status quo Seeks to lead Decisive

18 Factor B: Extroversion The Drive for Social Interaction Task-focused Analytical Reflective Introspective Imaginative Reserved Cautious Around New People PREFERS: LOW (Lower Expression of Drive) Privacy, Things, Time to think Recognition for technical/intellectual achievements Outgoing Persuasive Enthusiastic Optimistic Selling Empathetic Quick to connect with people PREFERS: HIGH (Higher Expression of Drive) Public Recognition, Networking, To build consensus, Social Interaction Opportunities to sell him/herself

19 Factor B: Professional Strengths Low B Gifts: High B Gifts: Creative, problem solver Data driven, metric focused Thoughtful approach to communicating information Concise Anticipates problems Motivating/ stimulating persuader High level communicator Builds team cohesion/collaboration Natural empathy Optimism for team People oriented Good delegator

20 Factor C: Patience The Drive for Stability LOW (Lower Expression of Drive) Driving Fast Paced Restless Impatient w/ routine Sense of Urgency PREFERS: Variety, Change of pace Freedom from repetition, Freedom to change priorities Patient Methodical Stable Deliberate Consistent Calm Comfortable with the Familiar PREFERS: HIGH (Higher Expression of Drive) Steady predictable process, Freedom from changing priorities Stable work environment

21 Factor C: Professional Strengths Low C Gifts: High C Gifts: High capacity to deal with stress and pressure Multi-tasker Results oriented Able to juggle priorities/variety Proactive Calm and stable Gives people time /coach Patient listener Builds solid processes for his/her group Connection directed

22 Factor D: Formality The Drive for Conformity LOW (Lower Expression of Drive) Flexible Informal Non-conforming Casual Unworried Delegates Tolerant of Risk and Change PREFERS: Freedom from rigid structure, Freedom to make exceptions Precise Organized Self-Disciplined Cautious Conscientious Diligent Attentive to Details PREFERS: HIGH (Higher Expression of Drive) Book Training, Information, Certainty, Understanding exactly the rules, Time to train, to study.

23 Factor D: Professional Strengths Low D Gifts: High D Gifts: Delegates freely Flexible approach to situations and people Creative Good with changing organizational needs Deals well with ambiguity Information directed Focuses team on how to get things done right Builds tight discipline and structure Accountability is king Plan focused Strong strategy execution

Reference Profiles: Analytical Analytical

Strategist Venturer Analytical and technical,

Reserved and analytical, while respecting

24 Reference Profiles: Analytical Analytical Profiles Analyzer Controller Specialist Strategist Venturer Analytical and technical, strong drive for ownership and need for rules and structure. Focused on quality outcomes and control over work. Analytical and technical. Structured, highly detailed. Reserved and analytical, while respecting authority. Results-oriented, innovative, and analytical with a drive for change. Self-starter, selfmotivator risktaker with a goaloriented mind.

Reference Profiles: Social Social Profiles

Persuader Team player, fast pace, quick to

Drive to do things quickly and correctly.

Drive to control big picture, independent.

25 Reference Profiles: Social Social Profiles Altruist Captain Collaborator Maverick Persuader Team player, fast pace, quick to connect. Drive to do things quickly and correctly. Problem-solver, risk-taker, selfstarter. Drive to control big picture, independent. A friendly, understanding, willing and patient team player. Risk-taker and big picture thinker. Not afraid of taking action. Persuasive, risktaker. Quick to connect and strong dive for results. Promoter Casual and uninhibited. A persuasive extrovert with a tendency for informality.

26 Reference Profiles: Stabilizing Stabilizing Profiles Adapter Craftsman Guardian Operator Flexible and situational. Ability to work with different people and adjust style as needed. Structured, analytical, team player. Focused on detail and process. Precise, structured, team player. Patient and consistent approach. Steady, conscientious, and relaxed. Learns through repetition.

27 Reference Profiles: Persistent Persistent Profiles Individualist Highly independent and persistent, while remaining resultsoriented. Scholar Thorough, careful, and structured. Authoritative and direct. Consistent follow up.

Trust the Dots To the greatest extent possible, assure that each individual you select to join your organization has the opportunity to make the maximum contribution to the success and

28 Trust the Dots To the greatest extent possible, assure that each individual you select to join your organization has the opportunity to make the maximum contribution to the success and profitability of the business by doing the kind of work for which s/he has the greatest opportunity for productivity and achievement of personal success. Arnold Daniels Founder of PI Worldwide

ADVANTAGES OF PREDICTIVE INDEX Simplicity.

Annual Agreements provide unlimited usage.

paid per use. Knowledge Transfer. PI is taught to the business that will use and implement it.

the information PI provides. Many tools dispense information as you pay for it. Link Strategy and Talent.

It is a powerful approach for a better understanding of team dynamics.

Many tools measure traits that are not easily translated to jobs or performance metrics. Results Oriented.

So, when they get those things, they re more motivated, energized, confident and productive. That yields results.

Some tools are feel-good oriented leaving the user with a difficult case of cost justification. WOW!

do what they do, that users find incredibly valuable.

29 ADVANTAGES OF PREDICTIVE INDEX Simplicity. PI is easy to use, implement and understand by all those who come into contact with it. Annual Agreements provide unlimited usage. Many tools are just too cumbersome and expensive to use they take too long to administer or interpret and are paid per use. Knowledge Transfer. PI is taught to the business that will use and implement it. We work to teach everything we know to our clients so that can run their organizations better because of having the information PI provides. Many tools dispense information as you pay for it. Link Strategy and Talent. You can use PI to measure people profiles as well as jobs. It is a powerful approach for a better understanding of team dynamics. Our baseline is the right people for the right job in the right organization. Many tools measure traits that are not easily translated to jobs or performance metrics. Results Oriented. PI measures things that are related to work. It lets us know what people need. So, when they get those things, they re more motivated, energized, confident and productive. That yields results. The links between PI, value and cost are convincing. Some tools are feel-good oriented leaving the user with a difficult case of cost justification. WOW! While PI can be understood easily on a simplistic level, it also provides a depth of understanding of why people do what they do, that users find incredibly valuable. Users are drawn to the seeming simplicity of the tool coupled with it s robust depth. Some tools are simple but lack depth. Validity and Reliability. PI Worldwide has conducted more than 400 validity and reliability studies to assure PI surpasses federal EEOC Guidelines & Adverse Impact and is legal to be used as a Reliability and Validity to be used as a hiring tool. Many tools lack that accreditation. Multi-Functional. PI is designed to be utilized far beyond selection, empowering our clients to use PI throughout the employee lifecycle. Some tools are designed for specific management applications.

PERSONAL COMMUNICATION STYLES INVENTORY

PERSONAL COMMUNICATION STYLES INVENTORY Directing Style Personal Style Summary Strengths *Fast paced, quick thinker *Focused on action to achieve results *Does what is necessary to succeed *Fast decision