How a 60+ year company is still learning, adapting, and flourishing in an era of machine learning and artificial intelligence, and what your company can do to keep up.
How you think you come across in the workplace doesn’t always match with how your team feels you communicate.
In The Predictive Index’s Behavioral Assessment, we look at people’s “self” as well as their “self-concept” when it comes to workplace behavior. I sat down with Dr. Matt Poepsel, PI’s VP of product, to help unpack these terms.
These four factors explain a disproportionate amount of how we behave at work. Understand how strong someone is in each of these four factors, and you have a roadmap for how to work with them.
Knowing someone's low in formality might give you second thoughts about hiring him or her. "She doesn't know how to follow rules," you think to yourself. Or perhaps, "He'll never hit deadlines." Valid concerns, but being low in formality might actually be that person's biggest strength.
The behavioral drive of formality has an enormous impact on how someone will act in the workplace. Understanding people's level of formality is critical to having a successful working relationship with him or her.
The level of patience someone has will have a huge impact on how she goes about her work and how she likes to communicate. Dr. Matt Poepsel, PI's VP of product, unpacks the patience drive.
Extraversion is one of the most critical behavioral drives you'll find in the workplace. Dr. Matt Poepsel, PI's VP of product, unpacks extraversion in this post.
Someone's level of dominance is perhaps the behavioral driver that defines him more than any other driver in the workplace. Here's a primer on this critical behavioral driver.
Few things are more draining than being inauthentic. Being conversational is a way to let the real you flourish. PI's product director shares some of her tools when it comes to being and authentic and human communicator.
How you introduce an assessment into your organization can determine its success or failure