The PI Behavioral Assessment provides a deep look into an individual’s workplace behavior, including their natural drives and needs. Consider that the majority of work is done as a team, however, and it’s important to understand how individual work styles manifest as a collective team identity. The larger the group, the more complex that identity…
Team cohesion can only occur when a team remains united while working to achieve a common goal. One common mistake, however, is that many think cohesion should be directly connected to the actual performance of the team. By the very definition, cohesion is less about getting a specific result, and more about the unity of…
Organizational culture represents your business’s core values, rewarded behaviors, and, ultimately, performance drivers. Culture is a result of deliberate, intentional action, so you’ll need to make sure you take calculated measures to build your culture in a way that benefits your organization. But what does it mean to have a culture that promotes high performance?…
Many are aware that conflict can cause issues in a team, but less people are aware why it happens at all. Simply put, conflict happens because we’re all different. Everyone has unique life experiences and core values. Disagreement can arise from a clash of needs, priorities, goals, or ideas related to these personal experiences and…
Before you can celebrate high performers or panic if you have low ones, you’ll first have to understand what performance means to you and your organization. One pitfall many companies encounter is that they don’t have a proper performance scale. Not every employee in your company can be a top performer, and that’s okay. An…
The first step to creating a diverse and inclusive workforce is to remove unconscious bias: the inherent or learned stereotypes about people that form without realizing it. Leaving these biases unchecked can sabotage the recruiting and interviewing process in your organization. A company might create a plan for improving diversity and inclusion, but if it…
What kind of culture do you have? If you’re not sure, you’re not alone. Many companies don’t have a defined culture. The Predictive Index’s Design module can help you determine your culture through what we call “Team Types.” Team Types are essentially the ‘average’ of every team member’s behavioral preferences. You can explore them in the…
Analyzing objective people data uncovers issues that aren’t obvious, which allows you to quickly and effectively take action. That’s why understanding this data is so vital. But with so much data at once, where do you start? Now that you have the results, break them down by four factors: Magnitude, Relevance, Breadth, and Repetition. Take the…
Before we dive into what employee data to collect and what to do with it, it’s important to understand the four engagement drives. According to the 2020 State of Talent Optimization Report, on average, only 22% of senior leaders feel they actually know what’s driving employee disengagement. Many companies try to win their employees over through…
What is employee engagement anyway? At its core, employee engagement is simply the relationship between an employee and the organization they work for. Simple, right? But if you take it a layer deeper, engagement is fueled by fit and satisfaction with one’s job, manager, company culture, and coworkers. Why does that matter? Engaged employees are…
Resilience is the ability to manage through adversity by reacting to situations and managing them rather than letting them manage you. It’s what will hold your business strategy together, even when times are tough. But resilience also applies to the people of your organization. When the chips are down, every action or decision your people…