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Preparing for disruption
Disruption is a gradual and insidious process—one that companies are increasingly learning to strategize around. Learn to embrace disruption in this blog.
The 5 best podcasts for business leaders & leadership
The most successful executives are in a constant state of learning. You should always be looking for opportunities to learn, listen, and think creatively. Not only will you become a better leader, but you’ll help foster creativity in the workplace, and set an example for the employees at your company. Why podcasts are perfect for…
Toby in ‘The Office’ is funny but wrong
True confession: Toby was my favorite character on The Office.
Self vs. self-concept and its effect on workplace behavior
In The Predictive Index™ 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.
What is multivariate predictability?
Multivariate predictability is one of those terms that can send even the most seasoned HR or talent management pro scrambling for a dictionary. Multi-what-now? Luckily, the concept itself is more simple than it sounds. We’re going to unpack it for you here, so that you can toss it around in meetings and sound super smart….
PI acquires Certified Partner, P.I. Associates
WESTWOOD, Mass., August 17th, 2017 /PRNewswire The Predictive Index, LLC, an award-winning workforce assessment platform, today announced that it has acquired P.I. Associates, a management consulting firm and value-added PI reseller headquartered in Boynton Beach, Florida.
Mike Zani interviewed by The Naked Sales Guy podcast
Matt McClain and Megan Waddell, hosts of the Nake Sales Guy podcast, recently invited PI’s CEO, Mike Zani, to be on the show with them. The episode featured Mike giving Matt and Megan their behavioral assessment readbacks, as well as an engaging discussion about the behavioral traits required to achieve greatness in sales.
The dominant personality at work: high vs low dominance traits examined
This blog post is the first of a four-part series covering the four behavioral drives that The Predictive Index™ measures in its PI Behavioral Assessment. Why do we behave as we do? That question has preoccupied philosophers, psychologists, and researchers for millennia. Left unanswered, this question relegates all types of human behavior to a mystery….
How to calculate employee turnover cost
A large part of employee turnover is connected to bad hiring decisions. SHRM estimates average annual employee turnover rates to be around 19%. For a 200-employee-sized business, that’s 38 departures every year. In compensation terms, the real cost of employee turnover can be up to five times the position’s annual compensation, depending on the type of role, location,…
Four ways to introduce The Predictive Index to your people
How you introduce an assessment into your organization can determine its success or failure Sometimes, it is not what you say, it’s how you say it that can make all the difference. Companies nowadays are growing so quickly that they forget this important message and divert to not saying anything at all! Communication is critical,…
When a valuable employee leaves, how do you fill the void?
After an all-star employee suddenly left the Florida State Fair Authority, the organization looked to The Predictive Index to pick up the pieces.
The Predictive Index develops continual improvements to its employee review process
The 4 steps PI is using to implement 360 reviews within the organization
The one leadership attribute CEOs need to drill through their organization
This simple leadership attribute makes an everyday difference in how effectively an organization runs If I were the CEO of a sizable company and were looking for one leadership attribute to drill down through my organization, it wouldn’t be one of those big highly publicized marquee qualities like, say, strategic thinking or innovation or disruption….
Developing a workforce plan to support strategic objectives
Getting the most out of your workforce plan means evolving with the needs of the organization and its talent pool.