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Build Strong Teams I
Define Job Requirements I
Attract the Best Candidates I
Select & Hire the Right People
Plan for Future Growth I
Develop Your People I
Deal Effectively with Conflict I
Motivate Your People
Retain Valuable Employees I
Organizational Mapping with PI
The Elements of Sustainable Success
Accurate statistical assessment. Informed, action-oriented training and development. Proven management tools and expert consulting. Predictive Success brings together all the essential ingredients for immediate and long-term business results.
Build Strong Teams
Assembling a group of people to achieve a common goal has great power. Harnessing that power requires that the team operate effectively. Diversity of experience and work styles can bring together complementary talents, enabling skillful completion of a variety of tasks. The rub, however, is that these differences can cause friction and misunderstanding. The most effective form of communication for one person may be the least effective for another. One person's decision-making style may be in direct conflict with another's. These are just two of the many causes of stress, frustration, and loss of productivity and profit.
Understanding how people work together is one of the principal applications of PI. If we are to work productively with others, we need to understand, as best we can, our own impact and the others' points of view. PI provides objective information on a person's motivating needs and styles, helping us to bridge gaps within the team.
Define Job Requirements
Before filling a job, it is wise to analyze the job to determine what's required for optimal performance. Different factors should be analyzed, such as:
- job performance (key result areas)
- specific job requirements (education, experience, skills)
- company requirements(cultural fit, values)
- co-workers (manager, peers)
- behaviors
Our assessment tool, the PRO (Performance Requirements Options), helps you understand the specific behaviors that lead to most effective performance in specific jobs, given the realities of your organization's methods, markets, processes, and management. It describes the kinds of drives and behaviors that are necessary for effective performance, from the point of view of the person who completes it. With this, it is possible to gain a clearer view of similarities and differences that might exist in various individuals' views of the job. Using the PRO you can achieve higher degrees of agreement on the behavioral job requirements, and, therefore, improve selection and retention efforts.
Attract The Best Candidates
Most of our clients use PI® as the cornerstone of their selection process. Many have also found it helpful in fine-tuning their recruitment strategies. By using PI to better target candidates, they maximize their productivity. The key to this lies in understanding that PI measures motivating needs in people. Put another way, it measures the kinds of stimulus to which an individual is most likely to respond positively. So, by making sure your external communications contain a greater number of those stimulating ideas, you may increase your odds of attracting candidates who more closely match your needs
Select and Hire the Right People
One of the primary objectives of PI is to help you build an organization of successful individuals. This objective goes far beyond a simple yeah/nay decision.
Before any selection decision is considered, a thorough job analysis should be done in order to clearly define the responsibilities, performance expectations, values, behaviors, and skills required. PI should always be considered in conjunction with other sources of information such as interviews, resume screening, and reference checks.
PI can provide valuable, objective insight into the behavioral aspects of job performance and allow a more thorough and disciplined approach to decisions. In addition to providing specific, objective information, use PI to provide you with a source of insightful, probing questions about the candidate's capabilities, as well as how they might handle a specific job situation.
Plan For Future Growth
PI can help you plan the future of your organization by allowing you to take an objective look at the drives, capacities and motivations of the leaders who will shape and execute your business plans. As your business moves forward and changes, what capabilities will you need? Do you have the leadership in place in all necessary areas to execute your plans? How will you plan for succession? Are you developing your future leaders? Have you identified your future leaders?
PI can help you answer these and many other questions critical to the future of your business.
Develop Your People
For an organization to maximize its investment in its people, managers also have to become good coaches. They must learn how to lead and develop others.
PI gives your managers accurate, reliable information about their people's motivating drives, behaviors, and operating styles. as well as the tools they need to bring about positive, productive changes in workplace behavior.
Deal Effectively With Conflict
Ask most managers where they spend most of their, so-called, non-productive time, and most will answer, "Dealing with people issues!"
Differences and disagreements are a natural part of working together. In a healthy organization, where there are appropriate channels and ways of expressing differences, a certain amount of disagreement - or "conflict" - is energizing and often creative. However, when differences lead to personal confrontation, inappropriate aggression, or intolerably high levels of tension, something must be done to mitigate the tension and redirect the behaviors of those involved. This is the job of the manager, often in partnership with an HR professional.
PI is a source of information that can be a very powerful tool in helping to resolve conflict. By looking at the patterns of those involved, the manager can gain an objective understanding of similarities and differences in the people that may contribute to the underlying cause of the difficulties. She or he can also use PI to help design a way to approach the situation that will be most acceptable to, and effective with, the people involved.
Motivate Your People
E
very contact a manager has with each and every employee is an opportunity to motivate — or de-motivate. Also, every action and communication that takes place in the organization has an impact on the people in it. How will they respond? Will everyone respond in a similar manner? (Not likely.) How can we gain enthusiasm, energy and a "push from behind"for our business initiatives? How can we maximize the amount of energy each employee will devote to the benefit of the company and his or her success in the job?
PI provides very specific insights into how people are motivated, how they will perceive the demands of the environment, the kinds of work most invigorates them, and many other factors contributing to motivation.
Retain Valuable Employees
Retaining talented, motivated people is vital to the success of any company. Often, the primary distinguishing characteristic of an industry leader is the quality and motivation of people across the organization. In addition, the cost of turnover is enormous, not only in terms of out-of-pocket expenses related to severance, recruitment and selection, but also in lost opportunity and productivity.
PI can help you retain people by improving the fit between individuals and jobs at the point of selection, by providing more rewarding work experiences, and by developing managers to lead and motivate people more effectively.
Organizational Mapping with PI
The traditional org chart has been "turned" on its head. The newest way for managers trained in Predictive Index to look at the people they manage towards excellence is to set up the new "optical org chart" or OOC. This new visual scan of the people you work with in units or teams is a faster method to look for succession planning links, identify &gaps" in backfill for retiring workers and to head off possible "misfits" on the bus when a PI does not match the benchmark PRO that has been created by the company. Excellence follows a great people plan and the new "optical org chart ---OOC" gives the manager an edge.
Organizational Mapping Example:
Calgary