Leadership Development &
Predictive Index®
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How can
Predictive
Index® be used
as part of
leadership
development?
Leadership Development:
Five Ideas for Using PI®
1. Establish position-specific behavioral
competencies
2. Develop self-awareness
3. Incorporate the Predictive Index®
Management Workshop as part of your
company’s career ladder
4. Embrace learning as a process, not an
event
• Opportunities for PI® analysts
• Opportunities for all
5. Tailor coaching
Idea #1:
Position-Specific Behavioral Competencies
What to
achieve
(Performance
Indicators)
How to do the
work
(Behavioral
Competencies)
Employee
Expectations
Idea #1:
Position-Specific Behavioral Competencies
What are you developing
and why?
How can behavioral
competencies help
with leadership
development?
• Understand current performance
strengths and weaknesses
• Articulate what behaviors are
needed for higher rungs on the
career ladder
• Tailor leadership development
work
Idea #1:
Position-Specific Behavioral Competencies
The PRO
What do the
drives and
combinations
represent?
Incumbent
PI® SelfConcept
profiles
Interviews
What is seen in
recent selfconcepts?
What is “the rest
of the story?”
PI®
What are
trends in high
performers?
Low performers?
What clarifications
can be offered?
Behavioral
Competencies
Idea #1:
Position-Specific Behavioral Competencies
POSITION: Office Manager for ABC Title Company
Drives
PRO
What key behavior(s) does the drive/combination
represent?
A
High
Assertive with ideas for change and improvement
B
High
Fosters a highly customer-friendly office through
leadership by example
C
Lowest
Effectively manages surprises through the day
D
Highest
Ensures that records are accurate and complete
Ensures that protocols are followed and office is compliant
A&B
Equal
n/a
A&D
D>A
Looks for areas of possible risk and protects against such
Idea #1: Position-Specific Behavioral Competencies
3 incumbents, all high performers, profiles only 1 month old
Drives
Incumbent A
Incumbent B
Incumbent C
A
Lowest
Low
Lowest
B
Low
Low
Low
C
High
Lowest
Low
D
Highest
Highest
Highest
A&B
Equal
Equal
Equal
A&D
D>A
D>A
D>A
Idea #1: Position-Specific Behavioral Competencies
3 incumbents, all high performers, profiles only 1 month old
Idea #1: Position-Specific Behavioral Competencies
Drives
PRO
Incumbent A
Incumbent B
Incumbent C
Analysis
High
Lowest
Low
Lowest
PRO and incumbents
are opposite
High
Low
Low
Low
PRO and incumbents
are opposite
Lowest
High
Lowest
Low
PRO and incumbents
vary a lot
D
Highest
Highest
Highest
Highest
Consistent!
A&B
Equal
Equal
Equal
Equal
Consistent
A&D
D>A
D>A
D>A
D>A
Consistent!
A
B
C
Why does A show high in PRO and so low with incumbents (in selfconcept)? Same for B.
What does the variation in C represent?
Idea #1:
Position-Specific Behavioral Competencies
The PRO
Incumbent
PI® SelfConcept
profiles
Interviews
Behavioral
Competencies
Idea #1: Position-Specific Behavioral Competencies
“Incumbent, how often are you advocating for change or development?”
Theme: Rarely, if ever, but they hear company leadership talking about
wanting them to drive office advancements. However they felt that
change or development comes from the top, not them.
“Incumbent, what percentage of your time do you spend talking with/meeting
with customers? With your team?
Theme: Only about 20% with customers and then 20% with the internal
team. Most time is with the information and paperwork. They “turn it on”
when working directly with customers, but otherwise are all heads-down
and pretty quiet…very focused on the work and not making mistakes.
“Incumbent, describe how often you’re dealing with surprises. If 10 is constant
surprises and 1 is none, where are your days?”
Theme: This varies according to the office. The higher the volume of the
office, the lower the C drive went for the incumbent.
Idea #1: Position-Specific Behavioral Competencies
POSITION: Office Manager for ABC Title Company
Position-specific competencies
Actively supports executing change
and improvement.
Fosters a highly customer-friendly
office through leadership by example.
Effectively manages surprises through
the day.
Ensures that records are accurate and
complete.
Ensures that protocols are followed
and office is compliant.
Looks for areas of possible risk and
protects against such.
Use this information…
• To consider the fits/gaps of
possible additional Office
Managers (from inside or
outside)
• To guide development of
possible Office Managers
• To better understand the
performance of incumbents
• To more closely identify
development needs of
incumbents
Idea #1:
Position-Specific Behavioral Competencies
The PRO
Incumbent
PI® SelfConcept
profiles
Interviews
Behavioral
Competencies
Leadership Development:
Five Ideas for Using PI®
1. Establish position-specific behavioral
competencies
2. Develop self-awareness
3. Incorporate the Predictive Index®
Management Workshop as part of
your company’s career ladder
4. Embrace learning as a process, not
an event
• Opportunities for PI® analysts
• Opportunities for all
5. Tailor coaching
Idea #2: Develop Self-awareness
Questions to nurture
self-awareness
How do you most
strongly show/feel
your profile?
What attitudes/
behaviors are assets
for you?
What attitudes/
behaviors can create
challenges for you?
If self-awareness appears to be a challenge for a leader/emerging leader,
consider a tool like 360 assessment.
Idea #3: Incorprate PI® Training as Part of Career
Ladder
Basic
individual
contributor
Advanced
individual
contributor
Managing
individual
contributors
When a role includes hiring, managing,
motivating, evaluating others, it’s time
for the PI® Management Workshop.
Managing
managers
Idea #4: Learning is a Process, Not an Event
For Trained PI® Analysts
• Post-workshop follow-up
• Audit later analyst training
sessions
• PI®-based coaching
• PI® Fridays (live and archive)
• User Group
• Problem-Solving with PI
• PI® Refreshers
• Management Skills Modules
For Anyone
• Executive Retreat
• Executive Coaching
• Development Coaching
Your ADVISA Management Consultant
can help you develop your learning
pathway.
Idea #5: Tailor Coaching
MOTIVATING
NEEDS
CHALLENGES
THEY MAY
BRING TO
COACHING
Seeks security,
“management cares
about me,” stable
work, environment,
Reacts negatively to
High
familiar
interruption or
surroundings/people,
C
change in routine
supportive, “familylike” work team,
recognition for loyalty,
seniority
STRENGTHS
TO FOCUS ON
HOW TO
CONNECT
WITH THEM
WORDS TO USE
Listening skills,
steady and loyal,
dependable,
consistent, reliable,
sequential task
master
Schedule routine
coaching sessions,
do not interrupt
individual in midsentence, lean back
and be relaxed, be
specific in time
frames, listen, give
full attention
Reasonable timing,
support, guidance,
understand,
appreciate,
recognize,
dependable, loyalty,
stability, steady, pace
ourselves, family
Leadership Development:
Five Ideas for Using PI®
1. Establish position-specific behavioral
competencies
2. Develop self-awareness
3. Incorporate the Predictive Index®
Management Workshop as part of
your company’s career ladder
4. Embrace learning as a process, not
an event
• Opportunities for PI® analysts
• Opportunities for all
5. Tailor coaching