Drew is responsible for the development and execution of all marketing initiatives at The Predictive Index and leads corporate branding, global demand generation, and product marketing.

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By Drew Fortin


You can’t turn a screw with a hammer. Well, it’s possible, but it’s definitely inefficient and not the best tool for the job.

Similarly, you can’t solve your business problems unless you have the people with the right aptitudes and behaviors to solve them.

For instance, maybe your sales have dipped because the market has changed and you need sellers who are more like hunters than farmers. Or, maybe your company just went through a merger and you now have overlapping people and roles. How do you determine which people are the best fit for your current and future needs?

Since business problems are constantly evolving, the people you deploy to solve them should also evolve. Instead of relegating your employees to silos – e.g., “the numbers guy,” “the people person,” “the crisis manager” – look at your employees as the complex people they are – with multiple strengths and talents (and weaknesses). Then match those unique traits to your unique challenges and voila! You’re now able to solve your most pressing problems.

But how do you find out what your employees’ hidden behavioral traits are? How do you know who your hunters and future leaders and action takers are? The first step is to identify the problem you’re trying to solve and determine what types of people you’ll need to fix it. If it’s a sales problem in an increasingly competitive market, you’d likely want salespeople who are strategic thinkers, quick decision makers, and self-disciplined. With that profile in hand, you can then use a behavioral assessment tool to identify the people inside and outside your organization who exhibit the desired behaviors. Square peg, square hole, and you’re now well on your way to problem solved.