Amplify PI’s presence across the organization through a team of internal experts & champions. Consider these types of roles when identifying your subject matter experts (SMEs): C-SuiteThis includes the COO, CAO, CHRO/CPO, CEO, etc. Department of Business Unit leadersThese individuals will be designing and managing teams Rising people managersDevelopment opportunities exist from a managerial and…
Now that you have executive alignment, it’s time to assess the flow of information from the top down. You want to make a strong first impression when bringing PI to your current and future employees, so it’s critical that the correct parties are informed advocates for this talent optimization initiative. Here are a few personnel…
You’ve made the investment in The Predictive Index to optimize talent at your organization. Congrats! Now what? There’s not a one-size-fits-all approach to introducing PI to an organization. Consider how to structure the rollout in a way that best suits your current and future employees: PI implementation timelines can vary greatly depending on scope and…
The belief that your people are your most valuable asset is what brought your organization to The Predictive Index. Using talent optimization principles, you can actually map people to a strategy, and have a framework for hiring purposefully, inspiring and motivating your people effectively all through PI’s tools and services. Success with PI is a combination…
Regardless of your business objectives, you’ll need to master the basics of getting your PI account set up in order to achieve long-term success. You’re here because your organization believes that optimizing your talent through aligning your business strategy to your people strategy is integral to achieving your desired business results. Watch the video below to…
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…