Solve real business problems with actionable people data from the Predictive Index
I recently spent a weekend in the snow-covered mountains outside of Denver celebrating my sister’s birthday.
While it was all smiles and laughter on the slopes, I couldn’t help but notice how much small talk in the evenings centered around pain points folks were feeling at work. People problem after people problem. I heard things like: “My boss will never understand me” and “It feels like so many people are in roles that they just shouldn’t be in” and “I’m so burned out.”
When I got back from the trip, a colleague asked me how the weekend was. I said, “Comfortable, confident, and energized!”
In this moment, I couldn’t help but juxtapose this ‘best version of myself’ feeling to the negative chatter about work I heard throughout the weekend. I knew immediately that these organizations would benefit from actionable people data – one of the key drivers of a company’s culture.
But let me back up for a minute and tell you why these are the things I think about, either on or off vacation. My name is Molly McCreary. I’m a Leadership Development Specialist at ADVISA, and I facilitate our Emerging Leader Series – a program designed to help high achieving individual contributors and new leaders gain the necessary skills and mindsets to thrive as leaders in their organizations.
In the training room, I have heard countless emerging HR Leaders share how their employees struggle with communication, team dynamics and job fit. These same leaders have a sincere desire to help their employees show up as the best version of themselves. What they’re missing are tools to help them better understand their people.
“I have heard countless emerging HR Leaders share how their employees struggle with communication, team dynamics and job fit … What they’re missing are tools to help them better understand their people.”
Meet the Predictive Index
The Predictive Index is a suite of tools that gives leaders the data to confidently address people problems related to hiring, developing, and retaining employees.
Let’s get practical here.
Below are 3 questions that HR Leaders are often approached with – and how PI might be used to react or respond to the challenge:
1. “How do I most effectively communicate with [certain team members]?”
The Predictive Index Behavioral Assessment™ helps an employee best understand their own core drives, needs and motivations – all of which impact the way someone communicates.
When leaders come to you with communication roadblocks, challenge them to ask themselves:
How do my PI results impact my communication and what do I need to adjust to meet the needs of the person I am communicating with?
As my colleague Mike shares in this recent video, a powerful part of an organization’s culture is ensuring there is a common language. Magic happens when we start to speak someone else’s language when communicating with them, and PI can help us do exactly that.
2. “How do I help team leaders navigate conflict on their teams?”
Team Analytics synthesize a team’s PI results and offer guidance tailored to each team. Have a conversation with your team leaders about trends and outliers in their team’s data.
During these conversations with their teams, leaders will likely hear statements from their teammates such as, “Ahhhh, that’s why you seem upset when I interrupt you at your desk.” And “Ohhh, when I send paragraphs of information in emails, that probably is overwhelming to you.” And “I am realizing that you would much rather communicate face to face than through Teams.”
The ahas are endless when folks start to compare their PI data and how it impacts the way they work together.
3. “How do we make sure folks are in the right role at the company?”
Use the Job Assessment to ensure a candidate and/or current employee will succeed in a role.
Job descriptions outline what the employee will be responsible for, but PI can take that a step further to help us predict how a person will show up in the job. It can give us insight into a person’s strengths and predict behavioral tendencies. For example, if a job requires attention to detail, a person’s PI results will indicate whether that is a strength or not and, therefore, predict if they will succeed in the role.
Put assessments (AKA actionable people data) to work for you.
When used consistently and effectively, The Predictive Index provides people data that empowers folks to be self-aware, to self-manage when appropriate, and to ultimately engage their teams to drive results.
We at ADVISA have been PI partners since 1986 and have seen the tools work time and time again. Since then, we’ve also observed how application of actionable people data within an organization is one of the five key drivers of cultural competitive advantage.
A culmination of leaders using the tools of PI to show up intentionally has a ripple effect on the culture overall. What are you waiting for?
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Actionable people data is one of the key drivers of cultural competitive advantage. Read about all five drivers + take our short online assessment to see how your organization is doing today.
Learn how to solve for another common HR pain point here: Download our free eBook to learn the reasons most leadership training fails – and what you can do about it.