Leadership Development & Predictive Index
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1 Leadership Development & Predictive Index
2 ADVISA is a PI Worldwide Member Firm. Predictive Index, PI, and People smart. Results driven. are registered trademarks of PI Worldwide. Any use of trademarks or copyrighted material without the express written consent of Praendex, doing business as PI Worldwide is strictly prohibited. Refer to the Legal Notices section of for a complete listing of trademarks and copyrighted works.
3 How can Predictive Index be used as part of leadership development?
4 Leadership Development: Five Ideas for Using PI 1. Establish position-specific behavioral competencies 2. Develop self-awareness 3. Incorporate the Predictive Index Management Workshop as part of your company s career ladder 4. Embrace learning as a process, not an event Opportunities for PI analysts Opportunities for all 5. Tailor coaching
5 Idea #1: Position-Specific Behavioral Competencies What to achieve (Performance Indicators) How to do the work (Behavioral Competencies) Employee Expectations
6 Idea #1: Position-Specific Behavioral Competencies How can behavioral competencies help with leadership development? What are you developing and why? Understand current performance strengths and weaknesses Articulate what behaviors are needed for higher rungs on the career ladder Tailor leadership development work
7 Idea #1: Position-Specific Behavioral Competencies The PRO Incumbent PI Self- Concept profiles Interviews Behavioral Competencies What do the drives and combinations represent? What is seen in recent selfconcepts? What are PI trends in high performers? What is the rest of the story? What clarifications can be offered? Low performers?
8 Idea #1: Position-Specific Behavioral Competencies POSITION: Office Manager for ABC Title Company Drives PRO What key behavior(s) does the drive/combination represent? A B C D A&B High High Lowest Highest Equal Assertive with ideas for change and improvement Fosters a highly customer-friendly office through leadership by example Effectively manages surprises through the day Ensures that records are accurate and complete Ensures that protocols are followed and office is compliant n/a A&D D>A Looks for areas of possible risk and protects against such
9 Idea #1: Position-Specific Behavioral Competencies 3 incumbents, all high performers, profiles only 1 month old Drives Incumbent A Incumbent B Incumbent C A Lowest Low Lowest B Low Low Low C High Lowest Low D Highest Highest Highest A&B Equal Equal Equal A&D D>A D>A D>A
10 Idea #1: Position-Specific Behavioral Competencies 3 incumbents, all high performers, profiles only 1 month old
11 Idea #1: Position-Specific Behavioral Competencies Drives PRO Incumbent A Incumbent B Incumbent C Analysis A B C High Lowest Low Lowest High Low Low Low Lowest High Lowest Low PRO and incumbents are opposite PRO and incumbents are opposite PRO and incumbents vary a lot D Highest Highest Highest Highest Consistent! A&B Equal Equal Equal Equal Consistent A&D D>A D>A D>A D>A Consistent! Why does A show high in PRO and so low with incumbents (in selfconcept)? Same for B. What does the variation in C represent?
12 Idea #1: Position-Specific Behavioral Competencies The PRO Incumbent PI Self- Concept profiles Interviews Behavioral Competencies
13 Idea #1: Position-Specific Behavioral Competencies Incumbent, how often are you advocating for change or development? Theme: Rarely, if ever, but they hear company leadership talking about wanting them to drive office advancements. However they felt that change or development comes from the top, not them. Incumbent, what percentage of your time do you spend talking with/meeting with customers? With your team? Theme: Only about 20% with customers and then 20% with the internal team. Most time is with the information and paperwork. They turn it on when working directly with customers, but otherwise are all heads-down and pretty quiet very focused on the work and not making mistakes. Incumbent, describe how often you re dealing with surprises. If 10 is constant surprises and 1 is none, where are your days? Theme: This varies according to the office. The higher the volume of the office, the lower the C drive went for the incumbent.
14 Idea #1: Position-Specific Behavioral Competencies POSITION: Office Manager for ABC Title Company Position-specific competencies Actively supports executing change and improvement. Fosters a highly customer-friendly office through leadership by example. Effectively manages surprises through the day. Ensures that records are accurate and complete. Ensures that protocols are followed and office is compliant. Looks for areas of possible risk and protects against such. Use this information To consider the fits/gaps of possible additional Office Managers (from inside or outside) To guide development of possible Office Managers To better understand the performance of incumbents To more closely identify development needs of incumbents
15 Idea #1: Position-Specific Behavioral Competencies The PRO Incumbent PI Self- Concept profiles Interviews Behavioral Competencies
16 Leadership Development: Five Ideas for Using PI 1. Establish position-specific behavioral competencies 2. Develop self-awareness 3. Incorporate the Predictive Index Management Workshop as part of your company s career ladder 4. Embrace learning as a process, not an event Opportunities for PI analysts Opportunities for all 5. Tailor coaching
17 Idea #2: Develop Self-awareness Questions to nurture self-awareness How do you most strongly show/feel your profile? What attitudes/ behaviors are assets for you? What attitudes/ behaviors can create challenges for you? If self-awareness appears to be a challenge for a leader/emerging leader, consider a tool like 360 assessment.
18 Idea #3: Incorprate PI Training as Part of Career Ladder Basic individual contributor Advanced individual contributor Managing individual contributors Managing managers When a role includes hiring, managing, motivating, evaluating others, it s time for the PI Management Workshop.
19 Idea #4: Learning is a Process, Not an Event For Trained PI Analysts Post-workshop follow-up Audit later analyst training sessions PI -based coaching PI Fridays (live and archive) User Group Problem-Solving with PI PI Refreshers Management Skills Modules For Anyone Executive Retreat Executive Coaching Development Coaching Your ADVISA Management Consultant can help you develop your learning pathway.
20 Idea #5: Tailor Coaching High C MOTIVATING NEEDS Seeks security, management cares about me, stable work, environment, familiar surroundings/people, supportive, familylike work team, recognition for loyalty, seniority CHALLENGES THEY MAY BRING TO COACHING Reacts negatively to interruption or change in routine STRENGTHS TO FOCUS ON Listening skills, steady and loyal, dependable, consistent, reliable, sequential task master HOW TO CONNECT WITH THEM Schedule routine coaching sessions, do not interrupt individual in midsentence, lean back and be relaxed, be specific in time frames, listen, give full attention WORDS TO USE Reasonable timing, support, guidance, understand, appreciate, recognize, dependable, loyalty, stability, steady, pace ourselves, family
21 Leadership Development: Five Ideas for Using PI 1. Establish position-specific behavioral competencies 2. Develop self-awareness 3. Incorporate the Predictive Index Management Workshop as part of your company s career ladder 4. Embrace learning as a process, not an event Opportunities for PI analysts Opportunities for all 5. Tailor coaching
22
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